Q2
digital banking and lending solutions
SeniorLeaderEnablementAdvisor
Neural analysis suggests this role is
optimal for Senior candidates.
“Senior Leader Enablement Advisor at Q2. Skills: Leader Enablement, Manager Coaching, Performance Management, Leadership Development, Organizational Effectiveness, AI-powered HR tools. Own the enterprise performance and goal-setting cycle end-to-end. design, calendar, communications, manager enablement, and continuous improvement between cycles”
What You'll Achieve.
Leaders across the organization are visibly stronger coaches — 1-on-1s, performance conversations, and team development practices have measurably improved; The manager competency model is live, actively referenced, and integrated into performance and development conversations — not sitting in a document; An AI-powered manager copilot or decision-support tool has been piloted, with a clear adoption strategy in motion; Leadership diagnostics are being used to drive personalized development — leaders have plans, and there is follow-through on them; The performance and goal-setting cycle runs smoothly, with manager participation and visible improvement in quality cycle over cycle; HRBPs view this role as a trusted, go-to partner for manager effectiveness issues
Industry & Context.
Analytically minded — comfortable working with people data, interpreting diagnostic results, and building business cases for investment
Applicants must be authorized to work for any employer in the U. S., We are unable to sponsor or take over sponsorship of an employment Visa at this time., Applicants in California or Washington State may not be exempt from federal and state overtime requirements
What They're Looking For.
Must Have
8+ years in Talent Management, Leadership Development, or Organizational Effectiveness, track record of directly coaching managers and senior leaders, Deep experience with performance management philosophy and practice, Experience designing or deploying AI-powered HR tools or manager-facing copilots, Skilled able to deliver workshops and 1-on-1 development experiences to managers and senior leaders, comfortable giving direct developmental feedback, Analytically minded, Highly builds trust quickly with leaders at all levels, navigates organizational dynamics well, knows when to push and when to pull, fluent written and oral communication in English, authorized to work for any employer in the U. S.
Nice to Have
comfort experimenting with emerging tools and evaluating them critically
What You'll Do.
Own the enterprise performance and goal-setting cycle end-to-end
and continuous improvement between cycles
Partner with HRBPs to flag and address manager effectiveness issues
act as a trusted advisor when leaders are struggling
Integrate Q2’s Cultural Competencies “Success Circle” with leadership development
performance expectations
and manager/leader enablement
Serve as a development partner for leaders across the organization
delivering 1-on-1 coaching
and in-the-moment guidance with consistent follow-through
Improve how leaders run their 1-on-1s
specific feedback and tools to raise the bar on quality
Build and continuously refine the manager competency
ensure leaders actively use it to self-assess
set development goals
and track progress over time
Build a suite of performance coaching tools — conversation guides
and developmental playbooks
embed coaching habits into everyday manager workflows
Develop and administer leadership diagnostics (360s
translate data into personalized development plans and hold leaders accountable to following through
Curate and maintain a vetted network of external executive coaches
match leaders to coaches based on development needs and diagnostic
oversee engagement quality and outcomes
and scale AI-powered manager copilots and decision-support tools
develop a change management strategy to drive broad adoption and measurable behavior change
Identify skill and behavior gaps across manager population
or curate high-quality training — both internal and external — tied directly to those gaps
Partner with People Analytics to establish measurement strategies and tracking mechanisms
Partner with the India L&D team to ensure leader and manager enablement experiences are cohesive and consistently delivered across geographies
Establish a consistent collaboration cadence with the India L&D team to align on leadership development priorities
share enablement resources
and surface gaps or inconsistencies
Co-develop or localize manager and leadership enablement content with the India L&D team as needed
Facilitate cross-regional retrospectives and working sessions to share what is working
and continuously improve the global leader enablement experience
How You'll Work.
Team & Collaboration
Partner closely with HR Business Partners, senior leaders, and the broader Talent team; Partner with HRBPs to flag and address manager effectiveness issues; Partner with People Analytics to establish measurement strategies and tracking mechanisms; Partner with the India L&D team to ensure leader and manager enablement experiences are cohesive and consistently delivered across geographies; Establish a consistent collaboration cadence with the India L&D team; Co-develop or localize manager and leadership enablement content with the India L&D team; Facilitate cross-regional retrospectives and working sessions
Communication Scope
fluent written and oral communication in English
Process & Methodology
Own the enterprise performance and goal-setting cycle end-to-end: design, calendar, communications, manager enablement, and continuous improvement between cycles, Design, pilot, and scale AI-powered manager copilots and decision-support tools, develop a change management strategy to drive broad adoption and measurable behavior change
Full Job Description
# **As passionate about our people as we are about our mission.** **_Why Join Q2?_** Q2 is a leading provider of digital banking and lending solutions to banks, credit unions, alternative finance companies, and fintechs in the U.S. and internationally. Our mission is simple: build strong and diverse communities through innovative financial technology—and we do that by empowering our people to help create success for our customers. **_What Makes Q2 Special?_** Being as passionate about our people as we are about our mission. We celebrate our employees in many ways, including our “Circle of Awesomeness” award ceremony and day of employee celebration among others! We invest in the growth and development of our team members through ongoing learning opportunities, mentorship programs, internal mobility, and meaningful leadership relationships. We also know that nothing builds trust and collaboration like having fun. We hold an annual Dodgeball for Charity event at our Q2 Stadium in Austin, inviting other local companies to play, and community organizations we support to raise money and awareness together. **SUMMARY** **Role Philosophy** _This role is built on a “teach the teachers” model — you don’t just design programs, you own the outcomes. Success is measured not on content created or sessions delivered, but on how well our leaders actually coach, develop their teams, run their 1-on-1s, and apply our competency frameworks day-to-day. Our leaders need significant, sustained coaching — and this role is what makes that happen._ **Role Overview** The Senior Leader Enablement Advisor is a strategic talent practitioner responsible for owning and elevating how managers and leaders perform across the enterprise. This role sits at the intersection of people strategy, organizational effectiveness, and emerging AI-powered tooling — designing the systems, diagnostics, and experiences that turn good managers into great ones. This role partners closely with HR Business Partners, se
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