Head of Learning and Enablement

Explore your passion with us! 

Founded in 1988, Child Development Schools is headquartered in Austin, TX operating over 260 childcare centers in 11 states. Our three early childhood education brands are Childcare Network, Sunrise Preschools, and My Small Wonders. We proudly provide quality care and developmental education to over 30,000 children aged six weeks to twelve years. 

Summary

The Head of Learning & Enablement is responsible for building, leading, and scaling a high-impact learning, process, and enablement function that strengthens both field leadership capability and company-wide employee development.

This role ensures that field leaders are equipped to operate with autonomy, consistency, and accountability, while also establishing scalable learning programs that build manager capability, reinforce standards, and support overall organizational effectiveness.

The objective of this role is to create the training, standards, and enablement infrastructure that enables the business to run effectively translating strategy into practical execution across both field and corporate environments.

Responsibilities

Field Leadership Training & Enablement (Primary Focus)

• Own end-to-end training and development for field leadership (including Territory Operating Partners / Regional Field Leaders).
• Design structured onboarding and ramp programs that accelerate time to productivity and reinforce ownership mindset.
• Build progressive learning pathways that enable leaders to effectively hire, onboard, coach, and develop their teams.
• Translate operational expectations into practical, field-ready tools that drive consistent execution and performance.

Corporate Learning

• Design and deliver learning programs for corporate employees, including onboarding, manager capability, and professional development.
• Partner with HR Director to strengthen core management skills across the organization (performance management, coaching, employee relations fundamentals).
• Ensure alignment between corporate and field learning to reinforce consistent leadership expectations and behaviors.
• Support company-wide training needs, including compliance, systems training, and role-specific development.

Learning Systems & Infrastructure

• Design and maintain scalable learning infrastructure (LMS, playbooks, certifications, dashboards).
• Establish clear training cadence (onboarding, refreshers, advanced modules).
• Ensure learning tools are practical, accessible, and directly tied to performance outcomes.
• Track and measure effectiveness of learning programs through defined metrics and insights.

Process Ownership: Standards, SOPs, & Guidelines

• Own and continuously refine operational standards, SOPs, and guidelines in partnership with Operations and HR.
• Translate strategy into clear, executable processes that enable consistent execution across the organization.
• Maintain governance, version control, and clear communication of process updates.
• Ensure processes are simplified, relevant, and aligned to business needs.

Quality, Compliance & Audit Enablement

• Build training and enablement frameworks that reinforce compliance, licensing, and regulatory requirements.
• Partner with Quality and HR to ensure audit readiness is embedded into day-to-day operations.
• Use audit findings and compliance trends to inform training priorities and process improvements.

Continuous Improvement & Feedback Loops

• Establish closed-loop feedback systems connecting training effectiveness, process adherence, and business performance.
• Use data, field insights, and HR inputs to continuously refine learning programs and enablement tools.
• Identify capability gaps and deploy targeted development solutions.

Team Leadership & Capability Building

• Build, lead, and develop a high-performing Learning & Enablement team.
• Set clear priorities, accountability, and performance expectations aligned to business outcomes.
• Scale the function to support organizational growth while maintaining simplicity and effectiveness.

Requirements

• Bachelor’s degree in Business, Human Resources, Communications, or related field; Master’s degree preferred.
• 10–15 years of progressive experience in learning, talent development, or organizational effectiveness.
• 8 years of leadership experience, including managing managers and influencing at the executive level.
• Demonstrated experience designing and implementing training programs for both field-based/multi-site leaders and corporate employees.
• Strong process orientation, with experience developing standards, SOPs, and practical enablement tools.
• Proven ability to translate strategy into simple, executable learning and operational frameworks.
• Experience building scalable learning systems (LMS, certifications, structured programs).
• Strong business acumen with the ability to tie learning initiatives to performance outcomes.
• Excellent communication, facilitation, and stakeholder management skills.
• Ability to operate effectively in a fast-paced, evolving organization with multiple stakeholders.
• Executive presence and ability to partner with senior leadership and operators.
• Travel required: approximately 25%.