Manager, Enablement

We need to output HTML fragment with sections: h3 headings for sections present. Must not repeat job title. Must not include Job ID etc. Must include only sections with real content. Must not include boilerplate like EEO, privacy notice, application instructions, etc. Must preserve substantive info. We need to parse the posting: It includes description about role, responsibilities, requirements, qualifications, skills, benefits, pay, schedule? Pay is mentioned: base salary range $97,800 - $142,050 and stock options. That's pay. Schedule? Not mentioned. Benefits: listed. So we can have sections: About the role (maybe summary), Responsibilities, Requirements, Qualifications (maybe combined), Skills, Benefits, Pay. The instruction: Use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we can choose those that have content. We must not create sections with filler like "commensurate with experience". Pay we have actual range, so include Pay section. Benefits we have list, include Benefits. Schedule not mentioned, so omit. We need to preserve all substantive info: description of role, responsibilities list, requirements list, qualifications list, skills list (maybe overlapping). We need to avoid duplication. Let's extract content: Intro paragraph: "To thrive as a company and meet our impact goals, we must cultivate a culture of high-performance. You can read about our culture principles here. We know managers are often the single-largest driver of employee satisfaction and growth, and our talent is our biggest asset. Because of that, we’ve identified consistent expectations for all of Guild’s people managers — helping you know what to expect from your experience here. If you are an Internal Candidate, please apply via our Internal Job Board. Guild is hiring a Manager, Enablement to lead the strategic development, people management, and day-to-day operation of our Member-Facing Enablement organization within Member Operations, spanning Knowledge Management, Training, Quality Assurance, and Workforce Management. The position centers on people and program management and is accountable for the efficiency and accuracy of the enablement functions it leads. Success is measured by how enablement outcomes, including content accuracy, training effectiveness, QA scoring integrity, and workforce planning, improve the experience and accuracy scores of the cross-functional, member-facing teams we support. This role operates autonomously across multiple concurrent initiatives and requires a strong grasp of the complex systems and workflows in which those teams work." That's about the role. Then "As The Manager, Enablement, You Will" bullet list of responsibilities. Let's extract responsibilities bullet points: - Lead a small team of Leads across Knowledge Management, Training, Quality Assurance, and Workforce Management, including senior individual contributors and/or managers. - Apply the Guild Manager Method to set clear expectations, coach strategic growth, and help each lane move from planning to measurable results. - Own formal people-management decisions for direct reports, including goals, performance calibration, development plans, promotion recommendations, and, when needed, performance improvement or separation decisions. - Clarify ownership and decision rights, identify risks early, and reinforce accountability and follow-through. - Establish the enablement function's operating rhythm through regular initiative health checks, 1:1s, cross-lane reviews, quarterly planning, and portfolio audits. - Prioritize fewer, well-scoped initiatives and re-scope or stop work that is stalled or low impact. - Manage multi-lane programs and projects, such as partner launches and tooling migrations, from intake and scoping through sequencing, dependency management, rollout, stakeholder communication, delivery, and measurement, using Guild's standard project tools. - Maintain and evolve the enablement measurement framework, health scorecards, and reporting cadence so leadership has self-service visibility into launch readiness, content and training quality, QA scoring integrity, workforce health, and downstream member impact. - Translate complex member-facing systems and workflows into enablement priorities. Connect knowledge, training, quality, and staffing outputs to team accuracy, quality, and experience metrics. When outcomes do not improve, identify the cause and reallocate effort accordingly. - Identify and eliminate low-leverage manual work. Sponsor process and tooling improvements, including AI-enabled content and workflow automation, that increase accuracy and efficiency while enabling the organization to scale. - Operate independently across concurrent cross-functional initiatives, represent Enablement as a decision-maker, build peer relationships with member-facing leaders, triage and challenge requests when needed, escalate with recommendations, and keep stakeholders informed about changes and results. Then "You may be a strong fit if you have" list of requirements/qualifications: - You bring at least three years of direct people-management experience in enablement, training, knowledge management, quality assurance, or operations strategy. - You have led complex, cross-functional programs from intake through rollout and measurement. - You can set direction, negotiate priorities, coordinate dependencies, and keep teams focused on successful delivery. - You can manage several initiatives independently, stay effective through ambiguity and frequent change, and keep leaders informed with clear recommendations. - You use data to understand why performance is falling short, whether the cause is content, training, quality, or workforce capacity, and adjust the team's focus in response. - You understand complex member- or customer-facing systems and can translate them into practical priorities for knowledge, training, quality, and staffing. You can also connect those priorities to downstream experience and accuracy measures. Then "Additional Experience" list: - You have experience managing: senior individual contributors, or business process owners across more than one discipline, such as knowledge management, training, quality assurance, or workforce management. - You have used AI-enabled content or process automation and sponsored tooling changes that reduce manual work at scale. - You have built or maintained metrics and scorecards that give leaders clear, self-service visibility into team health and impact. - You are familiar with tools such as Guru; Zenarate or similar QA and coaching platforms; Assembled or similar workforce-management platforms; Salesforce; Looker; and Asana or Jira. Then compensation: "We are committed to equal pay for equal work and believe in compensation transparency. All salary ranges are standardized nationwide and will not vary by region. This role offers a competitive total compensation package, including a base salary of $97,800 - $142,050 and stock options. Compensation offered will be based on a combination of factors such as experience, competencies, and internal equity." Then benefits list: "Guild is an equal opportunity employer..." but we must remove EEO boilerplate. However benefits list after that: "We currently offer the following benefits:" then list. We need to strip EEO lines and privacy notice etc. Keep benefits list. Benefits list: - Access to low-cost, high-quality health care options through Collective Health and Kaiser (due to coverage limitations, Kaiser is currently only available in CA & CO) - Access to a 401k to help save for the future - Vacation policy to rest and recharge - 8 days of fully-paid sick leave, to take the time to heal and or recover - Family-friendly benefits, including 12 weeks of parental leave for non-birthing parents and 18-20 weeks for birthing parents; 2-week ramp-up period for when employees return from a leave of 6 weeks or more; as well as employer-paid short-term and long-term disability, employer-sponsored life insurance, fertility and caregiving benefits. - Well-rounded wellness benefits including free and low cost mental health resources and financial wellbeing support services - Education benefits and tuition assistance to help your future development and growth Then location info: "Our home and headquarters in Denver, but some of our roles allow for remote work, allowing us to reach the best talent across the US. Please refer to the job location referenced below the job posting title to determine location. Roles based outside of our Denver office can sit in any of the following 32 states: ..." This is location info, maybe not a section but could be part of About the role? Might be considered metadata; but we can include as a short paragraph under About the role or separate? The instruction says do not put Job ID/requisition numbers as headings — fold minor metadata into a short

or drop it. Location is minor metadata; we could include a short p under About the role or separate? Probably better to include a short p under About the role after description. We must not include privacy notice, EEO, etc. Thus sections:

About the role

with paragraphs: description + location note.

Responsibilities

with

• each responsibility.

  Requirements

  maybe combine requirements and additional experience? Could separate Qualifications and Skills. But we have both "You may be a strong fit if you have" (requirements) and "Additional Experience" (more qualifications). Could treat as Requirements and Qualifications? The instruction list includes Requirements, Qualifications, Skills. We could map: Requirements = the first list (3+ years experience etc). Qualifications = Additional Experience list. Skills = maybe tools familiarity? But we could also put tools under Skills. However we have tools list in Additional Experience. Might be better to have Requirements (first list), Qualifications (additional experience), Skills (tools). But we need to avoid thin sections. Perhaps combine Requirements and Qualifications into one section "Requirements" with all bullet points. Skills could be tools list. But we have also "You are familiar with tools such as..." which is a skill. So we can have Skills section for tools. Thus:

  Requirements

  with bullet points from first list + additional experience? Might be too many but okay. Better: Requirements = first list (6 items). Qualifications = additional experience list (4 items). Skills = tools list (maybe separate). But we have only 4 items in additional experience, which is okay. Let's do:

  Requirements

  (the first list)

  Qualifications

  (additional experience)

  Skills

  (tools familiarity) But note that additional experience includes managing senior ICs, AI experience, metrics, tools familiarity. Actually tools familiarity is part of additional experience. So we could split: Qualifications = managing senior ICs, AI experience, metrics. Skills = tools familiarity. Thus: Qualifications bullets: - You have experience managing: senior individual contributors, or business process owners across more than one discipline, such as knowledge management, training, quality assurance, or workforce management. - You have used AI-enabled content or process automation and sponsored tooling changes that reduce manual work at scale. - You have built or maintained metrics and scorecards that give leaders clear, self-service visibility into team health and impact. Skills bullets: - You are familiar with tools such as Guru; Zenarate or similar QA and coaching platforms; Assembled or similar workforce-management platforms; Salesforce; Looker; and Asana or Jira. That seems reasonable. Now Pay section:

  Pay

  with paragraph about base salary range and stock options. Benefits section:

  Benefits

  with
  • each benefit. We should not include schedule. Now ensure we preserve all substantive info: we have included description, responsibilities, requirements, qualifications, skills, pay, benefits. Also location note we can embed in About the role as a short paragraph. Check for any other substantive info: "Posting Date: September 24th, 2026 This role will stay open for a minimum of 3 days." That's metadata; we can drop or fold into short p. According to instruction, we can fold minor metadata into a short p or drop it. Probably drop it as it's not essential. But we could include a short p under About the role: "Posted September 24, 2026; open for at least 3 days." That's minor but okay. However instruction says "do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short

    or drop it." So we can include a short p. We'll include a short p after the description: "Posted September 24, 2026; this role will remain open for at least