Program Director, Global Operations Enablement

Netchex is a leading cloud-based Human Capital Management (HCM) platform trusted by thousands of small and mid-sized businesses across the U.S. We centralize the entire employee lifecycle — from recruiting and onboarding to payroll, time tracking, and benefits administration — into a single, intuitive, mobile-friendly system. Our mission is simple: make HR and payroll easier for the businesses that power America's workforce. We're a remote-first team of builders, problem-solvers, and people-focused innovators — and we're just getting started.

Netchex is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability, veteran status, or any other characteristic protected by law.

We're looking for an experienced enablement leader to build how we develop the people who serve our clients. This is a single role spanning both Client Onboarding and Client Support across the US and India, and it owns two things: getting new hires productive quickly, and continuously deepening the expertise of the team already here. You'll design and deliver the programs, build the data that shows where the gaps are, and put AI to work making all of it faster.

This role may be filled at the Manager or Program Director level depending on experience — the scope of the role is the same either way. Because we're hiring primarily from within Netchex, apply even if your title today doesn't obviously map to “enablement” — what matters is the experience below.

Design and deliver new-hire programs for two distinct paths: Onboarding, centered on building a client correctly in Netchex through data collection, validation, requirements analysis, and mock runs; and Support, centered on platform usage, issue diagnosis, handling ambiguity in client conversations, and internal routing across banking, tax, and benefits

Build the two tracks common to both teams: product training and US payroll domain knowledge

Establish the ramp measure, set the baseline, and own the plan to improve it

Steer the continuous development curriculum with data: escalation patterns, QA results, rework, and ramp metrics decide what gets built next, not inbound requests

Use certification as an ongoing proficiency measure rather than a one-time gate — scenario-based practice, recurring knowledge checks, and re-certification as the product changes, on one standard across both geographies

Build and deliver continuing education on product depth and consultative skill, prioritized the same way

Partner with PC2 to build a manager development track so managers carry day-to-day coaching alongside the curriculum

Program-manage self-service learning content: identify what needs updating, build the plan, and oversee execution by the teams who own the content

Own the standard for what “correct” looks like, sourcing content through Product, PC2, and functional subject matter experts

Use AI tools, including Claude, to create curriculum plans, FAQs, flash cards, study guides, assessments, and knowledge resources

Build and maintain the proficiency data layer that makes all of the above possible — assessment results, escalation patterns, and ramp metrics

Provide input to the Product team on AI tools built for the team, and feedback on what ships

US payroll domain depth sufficient to build and deliver the payroll knowledge track for team members still learning US payroll

Demonstrated experience designing and facilitating both instructor-led and self-paced training programs

Strong needs-assessment and curriculum-design skills, with the ability to use data to prioritize and evolve content

Experience using, or strong interest in using, AI tools such as Claude to create training content and assessments

Program-management experience coordinating work across teams you do not manage

Comfort supporting and collaborating with globally distributed teams across time zones

Strong facilitation, presentation, and communication skills

Experience in HCM, payroll, or HR technology implementation or support strongly preferred

Build the proficiency engine for two departments across two geographies, leveraging AI and technology for faster curriculum creation, certification, and multi-channel delivery

Lead AI adoption in enablement for the customer-facing organization

Grow by scope: this role builds team proficiency at global scale with AI, and uses data prescriptively to target the highest-impact effort — two rare and durable skills