Role Description
The Director of Sales Enablement
will
drive revenue growth
by designing and running targeted enablement programs that measurably improve seller performance. This role uses data and field insights to identify performance gaps, optimize sales motions, and deliver training, content, and programs that help sellers execute against business priorities. The Director leads a
cross-functional enablement team
and partners closely with Sales, RevOps, Product, and Marketing to ensure programs are tightly aligned to revenue targets and deliver provable impact. They will report directly to the Head of Revenue Operations.
Enablement is the bridge between strategy and seller execution and ensures:
The field knows what to do, when to do it, and how to do it well
Sales priorities translate into consistent behaviors across segments/regions
Leaders have visibility into what’s working, what’s not, and what to change
Responsibilities
Core Responsibilities
Program Leadership:
Design and deliver
global
enablement programs that drive measurable revenue impact, tailored to regional and cultural nuances
Insights & Analytics:
Leverage performance data to diagnose gaps, identify root causes, and prioritize high-impact interventions
Training & Content Strategy:
Develop role-based training and assets aligned to field needs and business priorities
Cross-Functional Alignment:
Partner with Sales, RevOps, and executive leadership to align enablement with revenue goals and strategic initiatives
Impact & Optimization:
Track adoption and outcomes; continuously refine strategy, messaging, and delivery to maximize effectiveness
Core Programs
New Hire Ramp:
Structured onboarding, time-to-productivity plans, certification, and manager reinforcement
Sales Process & ROEs:
Define, document, and scale sales processes and rules of engagement in partnership with Sales and RevOps
Field Enablement
(Multi-Role):
Deliver role-specific onboarding, plays, and reinforcement across Sales, Channel, Solutions, and Customer Success—aligned to a unified GTM motio
n
Playbooks:
Translate priority motions
(new
logo, expansion, vertical, competitive) into clear, actionable playbooks with defined stages, exit criteria, roles, tooling signals, and required assets
Launch Readiness:
Drive field readiness for product, pricing, and packaging updates
(talk
tracks, discovery guides, objection handling, FAQs)
Skills & Methodology:
Embed consistent selling disciplines
(discovery,
value selling, SPICED or equivalent, negotiation, mutual action plans, forecasting)
AI and Agent assist:
ID where to best leverage AI to scale enablement programs and increase time to information and reduce time out of the field.
Manager Enablement:
Equip frontline leaders with coaching frameworks, scorecards, and inspection rhythms
Reinforcement & Communications:
Sustain behavior change through recurring learning, office hours, certification refreshers, and structured field communications
Requirements
Strong program leadership and change management in a revenue org in both PLG and SLG environments
Analytical and comfortable diagnosing performance issues with data
Ability to influence with or without authority
Excellent communication and content judgment; knows how to simplify and drive adoption
Operational rigor — can prioritize, say no, and run repeatable processes
Familiarity with enablement based tools
(e.g.,
Gong, Highspot) and emerging AI tech
Player-coach mindset: develops a team while still driving outcomes
Preferred Qualifications
Scaled enablement leadership:
Led enablement for a multi-segment and/or global sales org; comfortable designing programs that work across regions.
Strong operating muscle:
Experience standing up intake/prioritization, governance, and program management discipline
(not
just training).
GTM motion fluency:
Familiar with enterprise + commercial motions
(and
PLG-to-sales assisted handoffs if relevant).
Measurement credibility:
Demonstrated ability to tie enablement to measurable outcomes and influence RevOps instrumentation.
Change leadership:
Track record driving adoption through managers and leadership systems, not just content delivery.
Compensation