Business Operations Analyst, Workforce Enablement

Qualifications 

• 3+ years of experience in contingent workforce or IT staffing business operations, enablement, program coordination, process improvement, training, or a related discipline. 

• Strong ability to learn business and systems processes and translate them into clear, usable documentation and training. 

• Experience developing presentations, process documentation, job aids, training materials, and other operational content. 

• Strong written and verbal communication skills with confidence facilitating sessions for groups of employees. 

• Strong organizational skills with the ability to manage multiple programs, content libraries, and priorities. 

• Analytical mindset with the ability to identify patterns, gaps, and opportunities for improvement. 

• Comfortable working cross-functionally with business leaders, subject-matter experts, and operational teams. 

• Experience supporting team members across the US, LATAM, UK/EMEA, APAC and Australia preferred, with the ability to adapt to regional needs, time zones, and cultural differences. 

• Experience with Microsoft 365 tools such as PowerPoint, Excel, Teams, and SharePoint preferred. 

• Experience with project management tools, staffing and vendor management platforms such as Bullhorn and/or Beeline, timekeeping systems, and related operational tools preferred. 

• Ability to identify and apply practical AI and automation opportunities to streamline workflows, improve enablement content, and reduce manual effort while maintaining accuracy, data privacy, and appropriate human oversight. 

• Experience coordinating rotational programs, associate development, mentorship, or structured learning experiences preferred. 

• People-first coaching approach, with the ability to build trust, provide constructive feedback, and create an environment where employees feel comfortable asking questions and practicing new skills. 

• Learning agility and curiosity, with the ability to connect workflows across resource management, engagement management, project financials, and vendor management; prior Strategic Resourcing experience preferred. 

• Ability to turn business processes into sequenced learning objectives, practical exercises, and clear evidence of learning progress. 

• Strong program ownership and stakeholder influence, with the ability to align mentors and functional teams, manage dependencies, and adapt plans as business priorities change. 

• Ability to use program data and project outcomes to communicate business impact, recommend improvements, and balance employee development with operational needs. 

The well-being of WWT employees is essential. When it comes to our benefits package, WWT has one of the best. We offer the following benefits to all full-time employees:

• Health and Wellbeing: Health (Medical & Prescription), Dental, and Vision Care, Onsite Health Centers (MO & IL), Employee Assistance Program, Wellness program
• Financial Benefits: Competitive Pay, Profit Sharing, 401k Plan with Company Matching, Life and Disability Insurance, Flexible Spending Accounts, Tuition Reimbursement
• Paid Time Off: PTO & Holidays, Parental Leave, Medical Leave, Military Leave, Bereavement, Day of Caring
• Additional Perks: Family Planning Benefits, Nursing Mothers Benefits, Voluntary Legal, Voluntary Supplemental Accident/Illness/Hospital, Voluntary ID Theft, Pet Insurance, Employee Discount Program

Note: This is not an all-encompassing list and should not be used as a complete description of the plan’s benefits. For more information, see our US benefits website at wwt.com/us-benefits.

We strive to create an environment where all employees are empowered to succeed based on their skills, performance, and dedication. Our goal is to cultivate a culture of belonging that encourages innovation, collaboration, and respect for all team members, ensuring that WWT remains a great place to work for all!

If you require accessibility accommodation(s) or adjustment during any stage of the hiring process, please let your WWT Recruiter know. The recruiter will work with you to understand your needs and help ensure an accessible experience throughout the interview process.

World Wide Technology is an Equal Opportunity Employer.

Certain states and localities require employers to post a reasonable estimate of salary range. A reasonable estimate of the current base salary range for this position is $66,400-$83,000. Actual salary will be based on a variety of factors, including location, experience, skill set, performance, licensure and certification, and business needs. The range for this position in other geographic locations may differ. Certain positions may also be eligible for variable incentive compensation, such as bonuses or commissions, that is not included in the base salary.

If you have any questions or concerns about this posting, please email [email protected].

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Why WWT?

World Wide Technology (WWT) strives to make a new world happen. WWT's work benefits clients and partners as much as it does its people and community across the globe.

Founded in 1990, WWT brings together strategy, deep technical expertise and world-class partnerships to help public and private sector organizations design, build and scale intelligent AI, digital, cybersecurity, cloud and infrastructure solutions. Through its Advanced Technology Center (ATC)—a collaborative ecosystem featuring state-of-the-art hardware and software—WWT enables clients and

partners to conceptualize, test and validate innovative technology and then deploy solutions at scale using its global integration and distribution capabilities.

With more than 14,000 team members and over 60 locations globally, WWT's culture—grounded in core values and leadership philosophies—has been recognized by Fortune® and Great Place to Work

for its commitment to innovation, trust and creating a great place to work for all. WWT provides products and services to large enterprise, global service provider and public sector clients in up to 130

countries across six continents. Softchoice, a World Wide Technology company, supports commercial and SMB markets in the U.S. and Canada.

Want to work with highly motivated individuals on high-performance teams? Join WWT today!

Role Summary 

The Business Operations Analyst, Workforce Enablement supports the effectiveness and consistency of Strategic Resourcing (SR) operations by owning and maintaining job-related training, and job specific onboarding experiences employees need to successfully execute their roles. 

This position manages the end-to-end workforce enablement experience, including team -specific onboarding programs, operational training, learning materials, process documentation, knowledge resources, and SR360. The analyst partners across Strategic Resourcing to translate business processes, tools, and operational changes into practical resources that improve readiness, adoption, and execution. 

This is a hands-on business operations role that combines process knowledge, content development, facilitation, program coordination, and continuous improvement. The analyst also coordinates SR360 associate development across functional rotations, connecting curriculum, mentorship, practical experience, and strategic projects to operational readiness. 

Key Responsibilities 

SR Workforce Enablement 

• Own and maintain the SR operational training curriculum and supporting enablement materials. 

• Develop documentation and content for SR business processes, systems and tools, workflows, and new operational capabilities. 

• Facilitate live and virtual enablement sessions for SR employees. 

• Translate complex SR processes and system changes into clear, practical guidance employees can apply to their day-to-day work. 

• Maintain SR specific schedules, materials, recordings, job aids, reference guides, and supporting documentation. 

• Coordinate with business and subject-matter experts to ensure content remains current and operationally accurate. 

Onboarding 

• Own the SR onboarding experience, materials, and facilitation. 

• Maintain standardized SR onboarding paths, checklists, resources, presentations, and role-specific content. 

• Coordinate SR onboarding activities and ensure new employees receive consistent information about our processes, tools, expectations, and resources. 

• Identify onboarding gaps and continuously improve the experience based on business changes and employee feedback. 

SR360 & Knowledge Management 

• Own the end-to-end development of SR360 associates, ensuring consistent onboarding, curriculum, coaching, measurement, process adoption, and continuous improvements across the organization. 

• Coordinate SR360 rotations across RM, SEM, SPA, SRX and VMO, aligning schedules, learning objectives, host-team expectations, and handoffs with business needs. 

• Partner with functional mentors to establish consistent coaching practices, regular check-ins, and actionable feedback throughout each rotation; surface development barriers to program leadership. 

• Build SR role-specific learning objectives with subject-matter experts covering sourcing and candidate workflows, engagement health and redeployment, SR financials, billing accuracy, partner controls, and contract compliance. 

• Maintain SR360 program milestones and learning-progress reporting; partner with leaders to define success factors, review rotation outcomes, and translate findings into curriculum and program improvements. 

• Establish and maintain processes for content intake, review, updates, and retirement so employees can trust the information available. 

• Partner with subject-matter experts and process owners to keep SR360 aligned with current business practices. 

Business Operations & Continuous Improvement 

• Analyze recurring employee questions, training gaps, onboarding friction, and knowledge gaps to identify improvement opportunities. 

• Help standardize operational processes and documentation across Strategic Resourcing. 

• Establish repeatable methods and standards for developing, publishing, maintaining, and retiring enablement content. 

• Track participation, completion, feedback, and other appropriate indicators to evaluate enablement effectiveness. 

• Recommend improvements to training, onboarding, knowledge management, and operational readiness based on business needs.