Senior Manager, Head of Participant Consulting Enablement

Job Profile Summary This leader will build and scale the enablement engine for a newly formed participant consulting organization—owning onboarding, role-based training, and ongoing engagement coaching that accelerates ramp time, strengthens client engagement, and supports overall performance. This leader designs the end-to-end consulting enablement strategy, equips leaders and consultants with repeatable playbooks, and establishes a measurable learning and coaching operating rhythm. The role also owns lead generation coaching, helping to develop a highly effective referral ecosystem.

Core Responsibilities

1. Build, lead, and develop an enablement team. Set clear priorities, develop talent, and manage performance in alignment with HR policies and company values.

2. Build the consulting enablement roadmap and operating model, aligning priorities to client needs and company growth goals. Translating strategy into a sequenced curriculum and enablement plan.

3. Design and deliver onboarding that accelerates time-to-productivity, role clarity, tools/process training, engagement fundamentals, and shadowing/apprenticeship experiences.

4. Create a comprehensive training curriculum, including certification paths and practical assessments to validate proficiency.

5. Own sales coaching for the consulting organization. Enable and coach leaders to coach (manager toolkits, scorecards, call observation guides) and run a consistent rhythm to enhance skills and increase outcomes.

6. develop a lead-generation coaching and pipeline discipline. Partner with key stakeholders to drive high quality referrals to the appropriate channels and teams while improving the participant experience and referral funnel efficacy.

7. leverage technology and build and maintain enablement assets and systems (playbooks, templates, talk tracks, proposal tools, learning portal). Ensure content is current, easy to navigate, and tied to how teams actually work.

8. Measure effectiveness and drive continuous improvement. Define success metrics; collect field feedback and win/loss insights; and run rapid iteration cycles to improve training, coaching, and content based on what drives performance.

9. Performs other duties and special projects as assigned.

Qualifications

• Minimum of eight years related work experience. Five years of sales learning and development preferred.

• Undergraduate degree or equivalent combination of training and experience. Graduate degree preferred.

• Series 7, 63, 24, 65 or 66.

• Demonstrated ability to design onboarding, curricula, and coaching programs that change behavior and improve pipeline and revenue outcomes; strong facilitation skills for live and virtual audiences.

• Deep understanding of practice management and engagement/sales models.

• Exceptional stakeholder management—able to influence senior leaders, align cross-functional partners (Sales, Marketing, Strategy, Ops), and earn trust with a fast-growing field organization.

• Data-informed and operationally rigorous—comfortable defining metrics, building dashboards/scorecards, and using insights to continuously improve programs.

Special Factors

Sponsorship

Vanguard is not offering visa sponsorship for this position.

About Vanguard

At Vanguard, we don't just have a mission—we're on a mission.

To work for the long-term financial wellbeing of our clients. To lead through product and services that transform our clients' lives. To learn and develop our skills as individuals and as a team. From Malvern to Melbourne, our mission drives us forward and inspires us to be our best.

How We Work

Vanguard has implemented a hybrid working model for the majority of our crew members, designed to capture the benefits of enhanced flexibility while enabling in-person learning, collaboration, and connection. We believe our mission-driven and highly collaborative culture is a critical enabler to support long-term client outcomes and enrich the employee experience.