The Business Interlock Manager role will shape the evolution of learning strategy, design next-gen capability development ecosystems, and drive meaningful transformation across our enterprise. In this pivotal leadership role, you will partner directly with clients and cross-functional teams to reimagine how learning fuels business strategy in an AI-powered world.
Vendor Management: Handling / overseeing end to end process including contracts, purchase orders, invoicing, and vendor-related issues for both US and UK vendors and operations.
Your Impact:
As the Business Interlock Manager, you'll serve as the strategic architect and experience designer for learning interventions that enable rapid upskilling, behavior change, and long-term growth. You’ll operate as both thought leader and execution partner, guiding teams to deliver bold, measurable outcomes across a dynamic development pipeline.
This is a high-influence, high-visibility role for a leader who is equal parts visionary, builder, and operator.
What You’ll Lead:
Learning Strategy
Develop future-fit learning strategies grounded in business priorities, workforce trends, and the evolving skills landscape.
Design learning pathways that guide learners across proficiency levels, supported by modern frameworks, digital ecosystems, and on-demand technologies.
Curriculum Innovation, Planning & Solutioning
Proactively engage with business stakeholders to understand strategic priorities, pain points, and emerging capability needs.
Translate business drivers into bold learning solutions by recommending the most impactful learning architectures, modalities, and experiences.
Curate and integrate learning assets from internal and external sources to build dynamic, role-based learning ecosystems.
Actively manage learning strategy to operations work aligning with client priorities, adjusting when necessary, and working with lead clients and learning operations teams.
Generate and negotiate multiple solution pathways, tailoring the approach to learner needs, tech readiness, and business goals.
Strategic Demand & Pipeline Planning
Partner with clients and business sponsors to map out 30/60/90-day learning demand, scope, and timelines with agility and foresight.
Manage resource allocations and staffing projections, ensuring the right capabilities are in place to deliver at speed and scale.
Continuously assess the development pipeline, balancing capacity with innovation potential.
Stakeholder Influence & Advisory
Act as a trusted advisor and strategic partner, helping stakeholders navigate complexity and align learning with organizational outcomes.
Guide clients through the design-to-deploy journey, building consensus, addressing friction points, and unlocking new value.
Use data storytelling to enable decision-making, highlight performance trends, and advocate for ongoing investment in learning.
Operational Excellence
Partner with the Lead on goals, deliverables, timelines and dependencies to execute projects (e.g. staffing, onboarding, team engagement) across the full lifecycle—design, build, deploy, measure.
Define KPIs tied to business outcomes and develop robust evaluation frameworks that assess learning impact using behavioral, qualitative, and quantitative data.
Champion lean operating models that emphasize continuous improvement, reusability, and intelligent automation.
What You Bring:
Vendor Management experience: Experience with Vendor Management and learning 3rd party vendors
Strategic Intelligence: You see the bigger picture and understand how learning drives transformation, not just training.
Digital Fluency: You're fluent in the tools, tech, and trends (GenAI, LLMs, VR, nudging, microlearning) shaping the future of work and learning.
Programmatic Agility: You can scale from executive vision to executional precision with a sharp eye on time, budget, and quality.
Human-Centered Thinking: You put learners at the center, designing for relevance, accessibility, and behavioral impact.
- Ability to travel on a weekly basis
Basic Qualifications
Minimum of 5 years of experience in Learning Advisory
Minimum of 5 years in Program Design
Minimum of 2 years of Vendor Management experience
Preferred:
Resources/Utilities Industry experience
Experience with AI in learning, immersive tech, or enterprise learning systems
Bachelor’s degree in Instructional Design, Learning Sciences, Organizational Psychology, or a related field (Master’s preferred)
Exposure to learning analytics, behavior change theory, and adaptive learning technologies
Strong track record leading cross-functional teams and managing large-scale learning portfolios
Deep understanding of learning ecosystems, digital platforms, and measurement methodologies
Familiarity with accessibility best practices and inclusive design
Excellent communicator and relationship-builder across all levels
Information on benefits is here.
Role Location Annual Salary Range
California $94,400 to $224,600
Colorado $94,400 to $194,100
District of Columbia $100,500 to $206,700
Illinois $87,400 to $194,100
Minnesota $94,400 to $194,100
Maryland $94,400 to $194,100
New York/New Jersey $87,400 to $224,600
Washington $100,500 to $206,700
What We Believe
We have an unwavering commitment to diversity with the aim that every one of our people has a full sense of belonging within our organization. As a business imperative, every person at Accenture has the responsibility to create and sustain an inclusive environment.
Inclusion and diversity are fundamental to our culture and core values. Our rich diversity makes us more innovative and more creative, which helps us better serve our clients and our communities. Read more here
Equal Employment Opportunity Statement
Accenture is an Equal Opportunity Employer. We believe that no one should be discriminated against because of their differences, such as age, disability, ethnicity, gender, gender identity and expression, religion or sexual orientation.
All employment decisions shall be made without regard to age, race, creed, color, religion, sex, national origin, ancestry, disability status, veteran status, sexual orientation, gender identity or expression, genetic information, marital status, citizenship status or any other basis as protected by federal, state, or local law.
Accenture is committed to providing veteran employment opportunities to our service men and women.
For details, view a copy of the Accenture Equal Employment Opportunity and Affirmative Action Policy Statement.
Requesting An Accommodation
Accenture is committed to providing equal employment opportunities for persons with disabilities or religious observances, including reasonable accommodation when needed. If you are hired by Accenture and require accommodation to perform the essential functions of your role, you will be asked to participate in our reasonable accommodation process. Accommodations made to facilitate the recruiting process are not a guarantee of future or continued accommodations once hired.
If you would like to be considered for employment opportunities with Accenture and have accommodation needs for a disability or religious observance, please call us toll free at 1 (877) 889-9009, send us an email or speak with your recruiter.
Other Employment Statements
Applicants for employment in the US must have work authorization that does not now or in the future require sponsorship of a visa for employment authorization in the United States.
Candidates who are currently employed by a client of Accenture or an affiliated Accenture business may not be eligible for consideration.
Job candidates will not be obligated to disclose sealed or expunged records of conviction or arrest as part of the hiring process.
The Company will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. Additionally, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the Company's legal duty to furnish information.
