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, senior leaders, and the broader Talent team to build and scale the capabilities the organization needs to grow. Success means our leaders are visibly better at their jobs.
RESPONSIBILITIES
Performance & Goal-Setting Cycle
Own the enterprise performance and goal-setting cycle end-to-end: design, calendar, communications, manager enablement, and continuous improvement between cycles
Partner with HRBPs to flag and address manager effectiveness issues early; act as a trusted advisor when leaders are struggling
Integrate Q2’s Cultural Competencies “Success Circle” with leadership development, capability models, performance expectations, and manager/leader enablement
Coaching & Development
Serve as a development partner for leaders across the organization — delivering 1-on-1 coaching, group sessions, and in-the-moment guidance with consistent follow-through
Improve how leaders run their 1-on-1s, team meetings, and performance conversations; provide direct, specific feedback and tools to raise the bar on quality
Build and continuously refine the manager competency model; ensure leaders actively use it to self-assess, set development goals, and track progress over time — not just during review cycles
Build a suite of performance coaching tools — conversation guides, feedback frameworks, and developmental playbooks — that embed coaching habits into everyday manager workflows
Diagnostics & Assessment
Develop and administer leadership diagnostics (360s, assessments, pulse surveys); translate data into personalized development plans and hold leaders accountable to following through
Curate and maintain a vetted network of external executive coaches; work with HRBPs to match leaders to coaches based on development needs and diagnostic findings; oversee engagement quality and outcomes
AI-Powered Tools
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
Training & Skill Development
Identify skill and behavior gaps across manager populations; source, design, 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
Global L&D Partnership
Partner with the India L&D team to ensure leader and manager enablement experiences are cohesive and consistently delivered across geographies — same core frameworks and outcomes, thoughtfully adapted for regional context where appropriate
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 in how programs land across regions
Co-develop or localize manager and leadership enablement content with the India L&D team as needed, ensuring quality and consistency without creating redundant or misaligned programs
Facilitate cross-regional retrospectives and working sessions to share what is working, identify gaps, and continuously improve the global leader enablement experience
What We Expect From You
The expectations below describe the experience, mindset, and capabilities this role requires. They reflect what “ready to operate effectively” looks like in this position.
8+ years in Talent Management, Leadership Development, or Organizational Effectiveness — with a track record of directly coaching managers and senior leaders, not just designing programs for others to deliver
A coach’s mindset: energized by the hard, iterative work of changing behavior
Deep experience with performance management philosophy and practice — goal-setting frameworks, calibration, feedback culture, and competency model design and activation
Experience designing or deploying AI-powered HR tools or manager-facing technology; comfort experimenting with emerging tools and evaluating them critically
Skilled facilitator; able to deliver workshops and 1-on-1 development experiences to managers and senior leaders, and comfortable giving direct developmental feedback
Analytically minded — comfortable working with people data, interpreting diagnostic results, and building business cases for investment
Highly consultative; builds trust quickly with leaders at all levels, navigates organizational dynamics well, and knows when to push and when to pull
How Success Is Measured
In the first 12–18 months, success in this role looks like:
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 strong manager participation and visible improvement in quality cycle over cycle
HRBPs view this role as a trusted, go-to partner for manager effectiveness issues
This position requires fluent written and oral communication in English.
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.
Health & Wellness
Hybrid Work Opportunities
Flexible Time Off
Career Development & Mentoring Programs
Health & Wellness Benefits, including competitive health insurance offerings and generous paid parental leave for eligible new parents
Community Volunteering & Company Philanthropy Programs
Employee Peer Recognition Programs – “You Earned it”
Click here to find out more about the benefits we offer.
Our Culture & Commitment:
We’re proud to foster a supportive, inclusive environment where career growth, collaboration, and wellness are prioritized. And our benefits go beyond healthcare—offering resources for physical, mental, and professional well-being. Click here to find out more about the benefits we offer. Q2 employees are encouraged to give back through volunteer work and nonprofit support through our Spark Program (see more). We believe in making an impact—in the industry and in the community.
We are an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, genetic information, or veteran status.
Applicants in California or Washington State may not be exempt from federal and state overtime requirements