Technology Enablement Lead

Job Description

Job Description

Job Summary :

The Technology Enablement Lead is responsible for driving the adoption and optimization of digital tools and platforms within the organization. This role involves working closely with various departments to ensure that employees are effectively utilizing digital resources to improve productivity, efficiency, and collaboration. The Technology Enablement Lead will play a key role in developing strategies and initiatives that foster a digital-first culture. This role will also be responsible for the communication standards, methods, and mediums we use to distribute information while documenting critical release processes. As the rate of change continues to increase, this role must understand how to bring more change management procedures and discipline into our projects.

The incumbent in this position is expected to model the following practices on a daily basis : 1) Demonstrate alignment with the company's mission and core business values; 2) Collaborate with key internal / external resources; 3) Participate in ongoing self-development.

Essential Functions :

• Models, promotes, reinforces, and rewards the consistent use of HOLT’s Values Based Leadership (VBL) tools, and processes to ensure alignment with our Vision, Values, and Mission.
• Communication : Develop and implement communication plans to promote digital adoption initiatives. Ensure that employees are informed and engaged in the process. Accountable for all major communication from the core software solutions team, including releases, issues, and keeping the core software solutions site current. Highlight the importance of creative and effective communication that results in the adoption of software solutions. Effective communication is crucial for ensuring that employees understand the benefits and functionalities of new digital tools, leading to higher adoption rates and improved productivity.
• Digital Strategy Development : Collaborate with leadership to develop and implement a comprehensive digital adoption strategy. Identify key areas where digital tools can enhance business processes and employee performance.
• Training and Support : Partner with HOLT Training to design and execute training programs to educate employees on the use of digital tools and platforms. Provide ongoing support and resources to ensure continued adoption.
• Change Management : Lead change management initiatives to facilitate the transition to digital solutions. Address any resistance and promote a positive attitude towards digital adoption.
• Performance Monitoring : Track and analyze the usage and effectiveness of digital tools. Develop metrics and KPIs to measure adoption rates and impact on productivity.
• Feedback and Improvement : Gather feedback from employees on digital tools and platforms. Use this feedback to drive continuous improvements to the digital adoption strategy.
• Collaboration : Work closely with IT, HR, and other departments to align digital adoption efforts with organizational goals. Foster a collaborative environment that encourages cross-functional teamwork.
• Release Management : Organize communication for all core software solutions related releases, including standard releases and new processes / functionality. Bring a more mature level of change management into the release process.
• Testing Plan : Coordinate testing plan for every release, ensuring proper testing resources are involved and complete the testing plan as designed.
• Works safely at all times and adheres to all applicable safety policies; complies with all company policies, procedures, and standards.
• Performs other duties as assigned.

Knowledge, Skills, and Abilities :

Business Skills

Technical Skills

Communication Skills

Education and Experience :

Supervisory Responsibilities :

Travel :

Work Environment / Physical Requirements :

Disclaimer :

Please note that the above statements are intended to describe the general nature and level of work being performed by employees assigned to this classification. They are not to be interpreted as an exhaustive list of all responsibilities, duties, and skills required of the incumbents so classified. All incumbents may be required to perform duties outside of their normal responsibilities, as needed.