<p><strong>Schedule/Shift:</strong> Onsite, Monday-Friday, 9-5pm</p> <p><strong>About Us</strong></p> <p>ADESA, a Carvana-owned company, currently operates in over 50 locations throughout the US. Our auto auctions some up to 200 acres, provide a wide array of vehicle services including repair, reconditioning, and auction remarketing, and many of our sites serve as market hub distribution centers. Our inventory comprises hundreds of thousands of vehicles across North America from retail to commercial, OEM & more.</p> <p>We work in a service industry and embrace a “we” versus “I” culture – help others, and they will help you. Our industry is fun, fast-paced, and competitive – and filled with the best people who are passionate about what they do.</p> <p>We’re excited about the future! As an industry leader, ADESA is poised for a multi-year expansion including huge investments in facilities, massive sales growth, and an ever-increasing inventory of vehicles! We are looking for great people who want to take this journey with us!</p> <p> </p> <p><strong>About the Team and Position</strong></p> <p>The Manager, Learning & Enablement sits within ADESA Central Operations -- a 100 to 150 person organization -- and is the architect of how talent enters, grows, and excels here. This is a role for someone who thinks in systems: someone who can design the full learning journey from a new hire's first day through their advancement into more complex roles, while staying close enough to the day-to-day work to obsess over quality and drive continuous improvement.</p> <p>You'll lead a small, tight-knit team and will be responsible for building a learning and enablement program that serves the full ADESA Central Operations organization. All talent begins their journey in our entry-level role. Your job is to make sure that journey starts strong -- and opens clear pathways forward.</p> <p><strong>What You'll Be Doing</strong></p> <p><strong>People & Program Leadership</strong></p> <ul> <li>Lead and develop a small, tight-knit team -- setting clear direction, providing ongoing coaching, and creating an environment where your team can do their best work.</li> <li>Act as the strategic owner of the learning program while staying hands-on enough to create content and support delivery when needed.</li> <li>Proactively communicate with senior leaders on program performance, emerging risks, and opportunities to improve the experience for both team members and customers.</li> </ul> <p><strong>New Hire Training & Onboarding</strong></p> <ul> <li>Own and continuously improve the new hire training program, ensuring every person who joins the org starts with a consistent, high-quality foundation.</li> <li>Design structured learning journeys for the 0-90 day period that set new hires up to become effective, confident contributors quickly.</li> <li>Build and maintain training materials, SOPs, job aids, and assessments using AI tools (including Claude) to produce content that is fast, high-quality, and easy to keep current as the business evolves.</li> </ul> <p><strong>Career Progression & Continued L&D</strong></p> <ul> <li>Communicate and visualize clear role progression pathways from our entry-level position through more advanced roles across the organization.</li> <li>Build continued learning and development programming that supports growth at every tenure level -- from early advocates to tenured specialists.</li> <li>Partner with team leaders to identify skill gaps and develop targeted, just-in-time learning solutions.</li> </ul> <p><strong>Quality & Continuous Improvement</strong></p> <ul> <li>Own the quality program for ADESA Central Operations, leveraging ACS and our MOM standard -- a call transcription process paired with a grading rubric used to score every inbound and outbound call.</li> <li>Analyze call scoring data and transcription trends to surface opportunities where targeted coaching or training investment will have the greatest impact on team performance.</li> <li>Translate quality insights into actionable training content and team-level improvement initiatives, closing the loop between what's happening on the floor and what's being taught.</li> <li>Present quality trends and program performance to senior leaders on a regular cadence, making a clear, data-backed case for where to focus next.</li> </ul> <p><strong>Internal Communications</strong></p> <ul> <li>Own internal communications for ADESA Central Operations related to process and technology changes -- ensuring the team has clear, timely, and consistent messaging whenever something changes about how they work.</li> <li>Develop and execute communication strategies that align with our values, minimize disruption, and help team members understand the 'why' behind changes, not just the 'what.'</li> <li>Partner with operations and technology stakeholders to stay ahead of upcoming changes and translate them into team-ready content.</li> </ul> <p> </p> <p><strong>What You Should Know</strong></p> <ul> <li>5+ years of experience in learning & development, training, or a related field.</li> <li>3+ years of people leadership experience.</li> <li>Demonstrated ability to design training programs from scratch, not just deliver existing content.</li> <li>Genuine proficiency with AI tools: you use tools like Claud