Learning Development Enablement Jobs in Cleveland, OH

About the Role

TheSenior Managerof Sales Enablement & Capability will design, build, and lead the company's first formal Sales Enablement function within the CommercialSalesDivision. You will be responsible for enabling approximately 200+ front-line sales professionals across two channels to sell more effectively, ramp faster, and win more often.

You will partner cross-functionally with Sales Leadership, Marketing, Pricing, Revenue Operations, and HR to build the infrastructure, content, and programs that drive measurable commercial performance.

Key Responsibilities

Sales Enablement Program Design & Leadership

• Process owner forthe newsalespersononboarding program (30/60/90-day structure) forallsales reps.Partner with Learning and Development to improve, refine ormodify the program.

• Own the end-to-end sales strategy and selling model for the commercial organization, defining the go-to-market approach, sales methodology, and competitive positioning; partner with Commercial Strategy, Marketing, and Senior Leadership to ensure alignment and drive consistent execution across all channels and markets

• Serve as the strategic architect of ongoing sales training programs by identifying needs, defining objectives, and ensuring consistency across all training initiatives; partner with Learning & Development to design and build programs, and collaborate with HR, Commercial Strategy, and Marketing to align on content and implementation; own overall program governance, including tracking and maintaining records to ensure 100% compliance

• Maintaina Sales Skills & Competency Framework alignedwith our selling strategy.

• Process owner forcertification programs and ongoing learning pathways for field salesand sales managers.Partner with other functional areas to design and deploy.

• Gate keeperforall trainingthat is deployedto the sales team (Product training, Solution Selling) -ensuringa consistent framework&methodologyis followed.(in person, teams, announcements)

• Establish a Sales Coaching Model, equippingSales Managers with structured coaching cadences, tools, androutines.

• Engagewith the sales team to ensure effectiveness; Ensuring sales reps have what they need, are receiving the information correctly, etc.

• Identify skill and knowledge gaps within the sales organization and partner with internal teams to design and deliver targeted enablement programs that address them

Content Strategy & Management

• Build and govern a centralized content library - playbooks, competitive guides, objection handling, ROI tools - organized by channel, segment, and stage of the buyer journey.

• Support and maintaina Sales Enablement Platform.

• Partner with Marketing to ensure sales content is current, on-brand, and channel-appropriate.

• Track content utilization and effectiveness - sunset what doesn't work, amplify what does.

• Define the ways of working - standard templates (e.g. business plans),when they are required, and theroutine, structure and discipline to maintain them.

Win/Loss & Field Feedback Loop

• Design and operate a structured Win/Loss program - systematic debriefs on won and lost opportunities.

• Synthesize field intelligence and surface insights to Sales Leadership, Product, Pricing, and Marketing.

• Use win/loss data to update playbooks, sharpen messaging, and identify training gaps.

Sales Technology Enablement

• Partner with theSales Supportteam to maximize CRM (Microsoft D365) adoption and usage quality.Must be a CRM Power User.

• Lead rollout and adoption of Microsoft Copilotor other AI toolsfor Sales - call summaries, next-action coaching, email assist.

• Define how sales tools connect to the rep's daily workflow to reduce friction and increase usage.

Performance Analytics & Reporting

• Define and track enablement KPIs:project cycle time, content adoption, certification completion, coaching completion rates, win rate impact.

• Partner withAnalytics teamto build enablement performance dashboards in Power BI.

• Report enablement ROI to senior leadership quarterly.

Cross-Functional Partnership

• Serve as the voice of the field - translating what reps need into programs that work.

• Partner with HR/Talent on sales hiring profiles, interview frameworks, and rep development paths.

• Partner with Pricing and Deal Desk to train reps on pricing tools, margin guidelines, and deal exception processes.

Requirements

• 5+ years of experience in Sales Enablement, Sales Operations- with at least 3 years in a leadership role building programs at scale.

• 3+ years as a salesperson preferred B2B, Constructionindustry, Flooring Industry or other similar

• Demonstrated experience building Sales Enablement programs from the ground up, not just inheriting them.

• Experience supporting both product sales and channel/distributor models (dual-motion experience strongly preferred).

• Proficiency with Sales Enablement platforms (Highspot, Seismic,Showpad, or equivalent).

• Strong CRM fluency - experience with Microsoft Dynamics 365 or Salesforce.

• Strong data orientation - ability to measure what you build and make decisions from insights, not just activity.

• Technical savvy preferred.

• Exceptional cross-functional collaboration and stakeholder influence skills.

• Entrepreneurial,ability to work independently,and influence others without authority.

• Travel up to ~25% of the time

Preferred

• Experience in building materials, flooring, construction products, or adjacent B2B manufacturing/distribution industries.

• Experience with Microsoft Copilot for Sales, Teams, and the broader MicrosoftDynamics365.

• Experience supporting A&D (Architecture & Design) or specification-selling teams.

• Background that includes time in a front-line sales role - field credibility matters.

• MBA or equivalent advanced business degree.

Leadership Competencies

Field Empathy:You've been close to sales; you know what it's like to carry a quota and you design programs repswantto use.

Builder Mindset:You thrive on blank-sheet-of-paper problems; you don't wait for perfect conditions to act.

Data-Driven:You define success metrics before launching a program, not after; you learn and iterate quickly.

Executive Communication:You can tell a clear story about enablement ROI to a CFO or CEO, not just an L&D audience.

Change Management:Behavior change is hard; you know how to drive adoption, overcome resistance, and sustain new habits.

Critical Thinking:You don't just execute - you question assumptions, identify root causes, and bring creative solutions.

Humble Confidence:must be a transparent communicator that strikes the right balance between confidence and humility.