Website Specialized Bicycle
Employer Snapshot (Cycle-Jobs Insight)
- Transparency Score: 3.9 / 5 — Good (Industry avg: 3.2 / 5) · Declining
- Company Size: large
- Ownership: Privately held
- Glassdoor: ⭐ ⭐ 3.0 / 5
- HR Index: 75.14% ▲ (Industry avg: 53.14%)
- Commitment: Actively engaged in responsible business and transparency
- Official Salary: California Base Pay Range: (119,000 163,000)
- Estimated Salary (Cycle-Jobs): 🇺🇸 85,000-105,000 USD / year
Company Overview
Specialized Bicycle Components, Inc. has been guided by a passion for riding since 1974, innovating in cycling products and supporting health through cycling. The company is committed to diversity, equity, and inclusion, aiming to build a workforce where all people thrive. Specialized supports creative, innovative, and passionate individuals eager to contribute to its mission of pedaling the planet forward. The company values representation, well-being, and making a positive impact in the cycling community.
Role Description
The Technology Enablement Analyst empowers Specialized employees to use technology safely and productively, focusing on AI enablement, platform administration, and governance. This role bridges the gap between technical platforms and users, driving adoption of best practices and sanctioned tools. The analyst plays a key part in ensuring technology supports business goals and user needs.
Position Snapshot
- Seniority: Mid-level
- Function: IT / Software
- Department: IT
- Contract type: Full-time
- Work model: On-site
- Remote policy: On-site (strict)
Description
The Technology Enablement Analyst helps everyone at Specialized use technology safely, accountably, and productively. The role covers AI enablement, SharePoint and Atlassian administration, data privacy and security awareness, and governance to ensure platforms are well understood and used. The analyst works closely with IT, Cybersecurity, and Legal, acting as a bridge between platforms and users. The position involves hands-on platform and reporting work, as well as coaching teams, running sessions, and guiding users toward sanctioned tools.
Responsibilities
- Lead AI enablement and training, including the AI Champions Lunch & Learn series, the AI Bootcamp, and the central training library.
- Guide teams in safe, responsible, accountable AI use, and operationalize the tiered evaluation model that gates use cases by risk and data sensitivity.
- Champion prompt-engineering practice and real use cases, and run intake for new ones by business value and risk.
- Partner with Cybersecurity and Legal to socialize what safe and accountable use means, translating requirements into guidance people can follow.
- Steer Shadow IT back onto sanctioned platforms, and maintain the sanctioned-tool catalog and request path.
- Own SharePoint site administration, architecture, permissions, and content lifecycle.
- Run periodic permission and external-sharing reviews with Cybersecurity, and manage site lifecycle and archival.
- Serve as backup to the Atlassian Administrator across Jira, Confluence, and Rovo, including license hygiene ahead of renewals.
- Produce the monthly AI consumption and cost reporting for Global Technology leadership, with variance to budget and usage evidence behind renewals.
Location
This position is based in
Morgan Hill, CA, USA
Compensation
California Base Pay Range: (119,000 163,000)
Benefits
Competitive pay with annual performance-based reviews for continued growth and recognition, Comprehensive healthcare plan options, including PPO, EPO, HDHP, and HMO (acupuncture and physical therapy included), Health Savings Account (HSA) with employer HSA contributions when enrolled in the High-Deductible Healthcare Plan (HDHP), Dental and Vision plans, 401(k) Company Matching up to $5,000 annually with immediate 100% vesting and administrative fees paid for by the company, Company-paid Life, AD&D, Short-Term Disability, and Long-Term Disability Insurance, Employee Assistance Program that provides access to individualized mental well-being care, Generous Vacation, Sick, Paid Holidays, and Volunteer Time Off, 14 weeks of 100% paid leave for birthing parents and 8 weeks of 100% paid leave for non-birthing parents, plus a Specialized bike for your new baby, Up to $9,000 annually in Career Development & Degree Assistance, Up to $250 annually in Fitness & Wellness Reimbursement, Industry Pro-Deal Discounts and Perks
Additional Information
- Equipment provided: Specialized bike for your new baby
- Diversity & Inclusion: We want to increase representation of all races, genders, and body types in the cycling industry and are committed to building a diverse and inclusive workforce where all people thrive. We encourage everyone – especially those from marginalized groups – to apply to our job postings and help us earn the position as the rider’s brand of choice.
- Flexibility: Employee Assistance Program that provides access to individualized mental well-being care, Generous Vacation, Sick, Paid Holidays, and Volunteer Time Off, Flexible work schedule implied by enablement and coaching responsibilities.
- Team & Reporting: Works closely with IT, Cybersecurity, and Legal. Reports to or works on behalf of the Sr. Manager, System Administration. Serves as backup to the Atlassian Administrator.
Application Details
Posted: September 1, 2026
R0011939
To apply, please visit the following URL:https://specialized.wd5.myworkdayjobs.com/en-US/Specialized_External_Career_Site/job/United-States-CA-Morgan-Hill-Office/Technology-Enablement-Analyst_R0011939→
Before you apply (Cycle-Jobs Insight)
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📊 Methodology – HR Indicators, Estimated Salary & Transparency Score
The data and indicators presented on this job page (Employer Snapshot, Transparency Score, Before You Apply) are built from a structured evaluation grid. Each section uses measurable and comparable criteria applied to public information in order to ensure fairness between employers.
1) Data integrity and sources
Each company profile and job listing is analyzed using multiple open sources such as career pages, company websites, and public employment data. These signals are verified for consistency and density before being used to compute HR indicators.
- Employer data: company size, sector, and employee reviews.
- Job content: completeness of title, responsibilities, and requirements.
- Salary and benefits: presence of official or inferred compensation details.
2) Core methodology
The transparency model is based on a weighted ratio between core and secondary information axes:
- Core fields (×2 weight): title, company, location, contract type, work model, salary, application link, posting date, main description, requirements, and responsibilities.
- Secondary fields (×1 weight): benefits, culture & mission, team hierarchy, diversity & inclusion, recruitment process, flexibility, language, and deadline.
Each field is marked as present or missing. The final score reflects the ratio of completed fields to the total possible weighted score.
Transparency Ratio = (Σ core_fields × 2 + Σ secondary_fields × 1)
÷ (total_core × 2 + total_secondary × 1)
The result is converted to a 5-star scale (0–5, half-stars included) and displayed beside the Transparency Score badge.
3) Star rating and color scale
| Score (out of 5) | Label | Interpretation |
|---|---|---|
| 4.5 – 5.0 ★★★★★ | Excellent | All essential and most secondary details present. |
| 3.5 – 4.4 ★★★★☆ | Good | Major elements available; minor gaps remain. |
| 2.5 – 3.4 ★★★☆☆ | Moderate | Several missing sections or low specificity. |
| 0.0 – 2.4 ★★☆☆☆ | Low | Few key details provided; limited transparency. |
The badge color follows a red→green hue scale from low (0) to high (5) transparency. The average transparency across the cycling industry in 2025 is approximately 3.2 / 5.
4) Employer Snapshot indicators
- HR Index: overall HR quality combining stability, satisfaction, and transparency.
- Employee Stability Index (ESI): ratio of long-term to short-term employment movements.
- Employee Satisfaction Weighted Score (ESWS): average of employee review metrics.
- Commitment: social responsibility, inclusion, and openness indicators.
HR Index = (0.4 × ESI) + (0.3 × ESWS)
+ (0.2 × (1 − Turnover)) + (0.1 × Data Confidence)
5) Estimated salary bands
When the employer does not specify a salary, Cycle-Jobs provides a non-binding estimated band using benchmark data and standardized adjustments:
- Base grid by role family and seniority.
- Adjustment by contract type and expected weekly hours.
- Location factor for cost of living and taxation context.
- Company size influence on pay dispersion.
- Recent market signals from similar industry roles.
6) “Before You Apply” contextual tips
Missing or unclear fields are listed with guidance questions to help candidates clarify key aspects such as scope, compensation, or flexibility. This allows a more balanced and informed dialogue between employer and applicant.
7) Limitations and ethics
- No confidential data is used — only verified public information.
- Data accuracy depends on employer updates and public sources.
- Scores are dynamic and recalculated as new information emerges.
These models aim to promote fair, transparent, and comparable insights across cycling industry employers. They are informational only and not a substitute for an internal HR audit.