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Description

The Senior Manager, Revenue Enablement Performance is part of CDW's Revenue Enablement organization and is responsible for building and leading the revenue enablement performance function that serves as the face of Revenue Enablement to Sales, Services & Solutions leadership. This role manages Lead Revenue Enablement Performance Architects (PAs) who embed with business leaders, understand strategic priorities, diagnose performance and capability gaps, shape enablement strategies, and ensure Revenue Enablement delivers measurable business impact.  This role operates as both the leader of the Revenue Enablement Performance function and as a senior-most Performance Architect. In addition to building and scaling CDW's Revenue Enablement Performance operating model, the role maintains direct responsibility for senior stakeholder relationships, business diagnosis, enablement strategy, and business outcome delivery for assigned areas of the business.

This role ensures Revenue Enablement moves beyond reactive training intake and operates as a proactive, consultative partner to the field. The Senior Manager, Revenue Enablement Performance establishes the operating model, stakeholder engagement approach, portfolio awareness strategy, governance routines, and standards for how Performance Architects engage with senior leaders.

The role requires executive presence, enablement expertise, commercial acumen, consultative problem solving, and the ability to coach Performance Architects who can operate like senior internal consultants. Success in this role depends on building a scalable Performance Architect model that helps business leaders identify the right problems, shape the right enablement response, leverage existing Revenue Enablement capabilities where appropriate, and measure whether solutions drive the intended outcomes.

What you will do

• Build, lead, coach, and develop a team of Lead Revenue Enablement Performance Architects.
• Establish the operating model, expectations, stakeholder routines, engagement standards, and governance practices for the Performance Architect function.
• Define how PAs embed with Sales, Services & Solutions leaders, including participation in leadership forums, strategy discussions, pipeline and forecasting routines, operating reviews, and other business planning conversations.
• Coach PAs to proactively identify business challenges, diagnose root causes, shape stakeholder thinking, influence capability investment decisions, and drive measurable business outcomes through enablement strategies.
• Establish standards for business diagnosis, stakeholder engagement, solution scoping, business case development, and outcome accountability across the Performance Architect function.
• Ensure PAs operate as strategic enablement partners, not intake coordinators or project managers.
• Partner with senior Revenue Enablement, Sales, Services & Solutions, and Revenue Operations leaders to understand business priorities, performance challenges, capability gaps, and strategic initiatives.
• Help PAs translate business needs into clear enablement strategies, recommendations, business cases, roadmaps, and prioritized workstreams.
• Ensure PAs appropriately activate Leadership Enablement, Learning Strategy & Design, Revenue Enablement Delivery, Revenue Operations, analytics, and other partners to solve business needs.
• Oversee enablement portfolio stewardship by ensuring PAs understand existing Revenue Enablement programs, services, tools, and resources and can position them effectively when they solve a stakeholder need.
• Build mechanisms that improve field awareness, adoption, and utilization of Revenue Enablement capabilities without allowing the role to become primarily a communications or marketing function.
• Establish governance routines that create visibility into stakeholder needs, business priorities, enablement demand, strategic tradeoff decisions, and measurable business outcomes.
• Serve as an escalation point and strategic advisor for complex stakeholder needs, competing priorities, resource constraints, and cross-functional alignment challenges.
• Partner with measurement and analytics resources to evaluate enablement effectiveness and business outcome attainment.
• Identify recurring themes across stakeholder groups and recommend broader enablement strategies or scalable enterprise solutions where appropriate.
• Communicate recommendations, business cases, risks, priorities, and outcomes to Revenue Enablement and business leadership.
• Travel up to 25% as business needs require.

What we expect of you

• Bachelor's degree and 10+ years of experience in revenue enablement, sales effectiveness, business partnership, consulting, sales leadership, revenue operations, commercial transformation, learning and development, or a related field OR equivalent combination of education and experience.
• Demonstrated ability to consult with senior stakeholders and translate business priorities into practical, prioritized enablement strategies.
• Demonstrated experience building, scaling, or leading stakeholder-facing consulting, business partner, customer success, account management, or enablement functions.
• Experience managing, coaching, or mentoring others.
• Strong enablement mindset with the ability to identify how capability building, behavior change, reinforcement, learning journeys, tools, and adoption strategies can help solve business problems.
• Strong business acumen with the ability to connect enablement opportunities to sales execution, leader effectiveness, customer outcomes, and business performance.
• Demonstrated executive presence, polish, and credibility with senior leaders.
• Demonstrated ability to influence without authority in a matrixed organization.
• Excellent written and verbal communication skills with the ability to frame recommendations, business cases, and trade-offs for senior and executive audiences.
• Strong problem diagnosis, solution framing, stakeholder management, and strategic prioritization skills.
• Demonstrated ability to manage competing priorities and make clear trade-off recommendations.
• Experience using data, stakeholder feedback, and business insights to identify needs and evaluate solution effectiveness.
• Ability to coach others in consultative skills, executive communication, problem identification, initial solution scoping, business case development, and outcome accountability.
• Strong collaboration skills with the ability to align cross-functional teams around shared priorities.
• Experience in large, complex corporate environments preferred.
• Prior experience in B2B sales, sales leadership, revenue enablement, revenue operations, business consulting, or commercial transformation preferred.
• Familiarity with sales methodologies, pipeline management, forecasting, coaching, customer-facing roles, and commercial operating rhythms preferred.
• Ability to work onsite at a designated CDW office location on a regular basis, including in-office collaboration days Tuesday through Thursday.
• Ability to effectively work from a home office on designated remote workdays, including maintaining reliable high-speed internet connectivity and an appropriate professional work environment.
• Ability to stand for extended periods of time.
• Ability to lift up to 20 pounds.
• Ability to talk, see, hear, and use hands to operate a computer and other equipment.

Pay range: $143,000 - $199,800 depending on experience and skill set 

Annual bonus target of 15% subject to terms and conditions of plan 

Benefits overview: https://cdw.benefit-info.com/ 

Salary ranges may be subject to geographic differentials 

CDW is committed to being an AI-fluent organization

As a leader, you will champion and be accountable for our vision of becoming an AI-fluent organization. We expect leaders to model curiosity, encourage responsible AI adoption, and foster a culture of continuous learning. You don’t need deep technical expertise, but you should be comfortable exploring how AI can enhance strategy, decision-making, and team performance. Your role includes guiding others in building confidence and capability with AI tools and practices, while promoting openness to experimentation and shared learning.

Additionally, CDW is committed to fostering an equitable, transparent, and respectful hiring process for all applicants. During our application process, our goal is to understand your experience, strengths, skills, and qualifications. As an AI forward company, we see AI not just as a tool, but as a catalyst for new ways of thinking, creating, and communicating. We encourage candidates to embrace an AI mindset, one that’s curious, adaptive, and ready to explore what’s possible. We welcome thoughtful use of AI to expand your perspective and elevate how you share your story, while ensuring your application remains rooted in your own background, judgment, and voice.

About Us

CDW is a Fortune 500 technology solutions provider that helps businesses, government, education, and healthcare organizations achieve what’s possible through technology. What makes CDW different isn’t just what we do—it’s how we do it. At CDW we act as one—building trust, speaking candidly, and working together to achieve more. We play to win—focusing on what matters most and delivering for our customers. And we think forward—staying curious, moving fast, and continuously learning. We believe meaningful work happens when people feel supported, heard, and empowered to contribute. That’s why we think of ourselves as coworkers, not just employees—working together to solve complex challenges and deliver real impact for our customers and communities.

As a full‑stack, full‑lifecycle technology partner, CDW brings deep expertise, strong relationships, and broad industry knowledge to help turn ideas into outcomes. When you join CDW, you become part of a collaborative environment where your work matters, your growth is supported, and your contributions help shape what’s next.

Together, we deliver the full promise of what technology can do. Together, we Make Amazing Happen.

CDW is an equal opportunity employer. All qualified applicants will receive consideration for employment without regards to race, color, religion, sex, sexual orientation, gender identity, national origin, disability status, protected veteran status or any other basis prohibited by state and local law.