Sales Capability & Learning Manager

Position Summary

The Sales Capability & Learning Manager is responsible for building and managing performance-focused learning programs that strengthen sales capability beyond new hire onboarding. This role creates a structured bridge between foundational training and long-term sales performance, with particular focus on continued education, post-training reinforcement, coaching, skill development, and support for ramping and non-tenured sales representatives.

Partnering with Training & Enablement leaders, sales leadership, trainers, and cross-functional stakeholders, this position translates business needs and observed skill gaps into intentional learning strategies. The role also establishes clear measures of success so the organization can evaluate whether learning programs are improving knowledge application, rep readiness, and sales execution.

Key Responsibilities & Qualifications

Continued Education & Capability Strategy

Build and manage a proactive continued education curriculum aligned to business priorities, sales process needs, product knowledge, and identified capability gaps.

Develop quarterly learning plans that define target audiences, objectives, delivery methods, reinforcement activities, and intended outcomes.

Create a structured post-onboarding learning journey that supports ramping and non-tenured representatives as they transition into independent selling.

Partner with leaders and trainers to ensure learning priorities complement new hire onboarding and reinforcement efforts.

Sales Coaching & Reinforcement

Design and coordinate sales coaching, reinforcement, and skill-building programs that help representatives move from foundational knowledge to confident execution.

Use manager feedback, observed challenges, skill assessments, and recurring performance themes to target development needs.

Provide frameworks, tools, and learning resources that support consistent coaching and practical application after formal training ends.

Support targeted development for individuals or groups when business needs indicate a common skill gap.

Learning Analytics & Measurement

Define success measures before programs launch and evaluate whether learning activities produced the intended behavior or performance change.

Monitor participation, completion, skill-assessment progress, and learning adoption to identify trends and areas requiring additional support.

Create clear feedback loops among training delivery, manager input, rep performance needs, and future learning priorities.

Communicate learning impact, program progress, recurring capability gaps, and recommended actions to stakeholders.

Learning Technology & Content Management

Own day-to-day learning management system administration and support technology-enabled learning experiences.

Organize, maintain, and improve learning content so materials remain current, accessible, and aligned to established processes.

Develop or coordinate instructor-led, virtual, self-paced, and reinforcement resources based on program needs.

Use learning technology to improve consistency, scalability, participation tracking, and post-training reinforcement.

Training Intake & Cross-Functional Partnership

Manage training requests through a consistent intake, assessment, prioritization, and planning process.

Consult with stakeholders to clarify the business need, target audience, desired outcome, urgency, and appropriate learning solution.

Balance immediate requests with the broader enablement strategy and quarterly learning plan.

Coordinate with trainers and subject matter experts on content development, facilitation, rollout, and follow-up.

Qualifications

Minimum of 3 years' experience in sales enablement, learning and development, sales training, instructional design, coaching, or a related field.

Direct sales or sales selling experience is highly recommended, with practical understanding of the sales process and representative workflow.

Demonstrated ability to translate business needs and performance gaps into practical learning programs.

Experience designing continued education, reinforcement, coaching, or capability-building programs for sales teams.

Working knowledge of learning management systems, digital learning tools, and learning analytics.

Strong program and project management skills, with the ability to manage multiple priorities and stakeholders.

Ability to interpret qualitative and quantitative inputs and communicate clear, actionable recommendations.

Strong written communication, facilitation, content development, and consulting skills.

Collaborative approach with the ability to influence and partner across sales, operations, leadership, and subject matter experts.