Job Summary:
The -GTM L&D Manager is responsible for building and leading a comprehensive learning and enablement function for the global Go-to-Market organization. This role will create the foundation, structure, curriculum, and ongoing learning strategy that supports all GTM organization roles.
Reporting to the VP of Revenue Operations, the GTM L&D Manager will partner closely with business leaders and subject matter experts to develop role-based learning paths, onboarding programs, knowledge management resources, and ongoing development opportunities for employees globally.
Success in this role requires equal parts strategic thinking, instructional design expertise, business acumen, and the ability to translate operational processes into engaging learning experiences that support visual, auditory, and hands-on learners.
Essential Responsibilities:
Build and Lead the Learning Function
- Establish and lead a scalable learning and development function for the global Go-to-Market organization.
- Develop and execute a comprehensive learning strategy aligned with business objectives, revenue growth, and employee development needs.
- Serve as the strategic owner of commercial learning, ensuring ongoing focus, accountability, and continuous improvement across training initiatives.
Curriculum Design & Program Development
- Design, implement, and continuously enhance structured onboarding programs, role-based curricula, certifications, and learning pathways for the GTM organization.
- Formalize foundational training programs, learning standards, completion requirements, and development milestones.
- Create engaging learning experiences that support a variety of learning styles and promote long-term knowledge retention and skill development.
Drive Commercial Enablement & Technology Adoption
- Partner with business leaders to identify skill gaps and development opportunities that improve employee productivity and performance.
- Develop learning programs that strengthen product knowledge, sales effectiveness, operational processes, and commercial capabilities.
- Drive adoption and proficiency of key business tools, technologies, and processes, including but not limited to Salesforce, Showpad, SalesLoft and other revenue-enablement technologies.
Partner Across the Business to Scale Knowledge
- Collaborate with leaders and subject matter experts to create and maintain training content, playbooks, best practices, and knowledge resources.
- Translate business processes, operational expertise, and organizational knowledge into scalable learning solutions.
- Serve as a trusted advisor to leaders across the Go-to-Market organization, aligning learning initiatives with evolving business priorities and growth objectives.
Measure Impact & Continuously Improve
- Establish metrics and success measures to evaluate learning effectiveness, employee readiness, and business outcomes.
- Monitor participation, completion, adoption, and performance trends to identify opportunities for improvement.
- Use data, feedback, and organizational needs to continuously refine learning programs and development strategies.
Other Responsibilities:
- Support organizational change initiatives by developing training, communications, and adoption strategies that help employees effectively navigate process, technology, and business changes.
- Maintain and enhance knowledge management resources, including training materials, playbooks, process documentation, and best practice guides.
- Perform other duties as assigned.
Education:
- Bachelor's degree in Education, Business, Human Resources, Organizational Development, Communications, or a related field, or equivalent combination of education and experience.
- Advanced degree and/or professional certifications in Learning & Development, Instructional Design, Talent Development, Sales Enablement, or related disciplines preferred.
Experience and Training:
- 5+ years of progressive experience in Learning & Development, Sales Enablement, Revenue Enablement, Organizational Development, or a related field.
- Demonstrated experience designing, implementing, and managing onboarding programs, training curricula, certification programs, and continuous learning initiatives.
- Experience supporting Go-to-Market functions strongly preferred.
- Proven success building, formalizing, and scaling learning and development programs within a growing organization.
- Experience partnering with business leaders and subject matter experts to develop and deliver impactful learning solutions.
- Experience supporting distributed and/or global teams preferred.
- Professional certifications related to Learning & Development, Talent Development, Instructional Design, Change Management, or Sales Enablement are a plus.
Technical Knowledge:
- Knowledge of adult learning principles, instructional design methodologies, and curriculum development best practices.
- Experience utilizing learning management systems (LMS) and digital learning platforms.
- Familiarity with CRM, sales enablement, revenue operations, and learning technologies, including Salesforce, Showpad, LMS platforms or similar platforms.
- Ability to develop and measure training effectiveness using analytics, reporting, and performance metrics.
- Proficiency in Microsoft Office Suite and other business productivity tools.
- Strong understanding of knowledge management, content development, and learning delivery methods across multiple formats and learning styles.
Critical Thinking (select and place an ‘x’ in the appropriate row)
_____ Basic level of problem-solving ability. Follows policies and procedures where facts are readily available.
_____Moderate level of problem-solving ability. Gathers and interprets data to solve routine problems that require verification. Some independent judgment required.
_____ Independent level of problem-solving ability. Resolves semi-complex problems that require independent judgment.
__X___ High level of problem-solving ability. Integrates and interprets data from diverse sources to find solutions to very complex problems.
Supervision of Others (select and place an ‘x’ in the appropriate row)
__X___ No supervisory responsibility
_____ No – supervisory leader (e.g. team leader, coordinator or mentor)
_____ Supervisory – two or more fulltime direct reports or equivalent
_____ Management
_____Advanced Management
