Manager, Sales Enablement at Remote

, , -

Full Time

Start Date

Immediate

Expiry Date

19 Mar, 26

Salary

145800.0

Posted On

19 Dec, 25

Experience

5 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

Sales Enablement, Project Management, Coaching, Instructional Design, Sales Process, Value Selling, Negotiation, Relationship Building, Agile, SCRUM, B2B SaaS, Training Programs, Revenue Operations, Stakeholder Engagement, Presentation Skills, Team Management

Industry

Human Resources Services

Description

About Remote Remote is solving modern organizations’ biggest challenge – navigating global employment compliantly with ease. We make it possible for businesses of all sizes to recruit, pay, and manage international teams. With our core values at heart and future focused work culture, our team works tirelessly on ambitious problems, asynchronously, around the world. You can find Remoters working from 6 different continents (Antarctica left to go!) and all of our positions are fully remote. We encourage every member of the Remote team to bring their talents, experiences and culture to the table to help us build the best-in-class HR platform. If you are energetic, curious, motivated and ambitious, be part of our world. Apply now and define the future of work! What this job can offer you The Manager, Sales Enablement is a strategic role responsible for managing a high performing team to execute on business objectives that primarily support, but are not limited in supporting, SDR, AE, SC, and AM roles. This includes but is not limited to training programs focused on Value Selling, Sales Process, Qualification, Discovery, Demo, Pricing, Negotiation, and Ultimate Summation. The ideal candidate has confidence in their ability to manage teams using a project based approach, coach excellence in instructional design, set direction based on company goals, and think critically about how each project their team takes on relates to moving the company forward. What you bring Fluent in speaking and writing business level English Experience working fully Remotely, not hybrid Significant experience in Direct Sales, coaching or sales experience in a fast-paced B2B SaaS environment Managing remote teams in more than one timezone (EST & PST, or EST & UKI) Significant experience working and managing teams at Series A - F, B2B SaaS companies Extensive experience managing project based teams using a project management frameworks like SCRUM or OKRs Experience in a fast-paced dynamic environment and balancing setting strategic priorities with high-quality, tactical execution Experience managing ICs who are responsible for building and rolling out programs at scale A proven track record of supporting revenue generating teams across SaaS revenue achievements at $200M, $500M, and/or $1B milestones Proven record of developing strong relationships with key stakeholders Engaging facilitation and presentation skills Preferred Qualifications Direct people management or team lead experience Experience with Sales, Sales Enablement, Sales Training, or Revenue Operations Knowledge of Agile, Scrum, or similar project management methodologies Familiarity with sales reporting systems such as Salesforce, Sigma, or Docebo Reporting Exposure to competitive intelligence and go-to-market strategies. Startup experience is considered a plus. Certification in Instructional Design, OKR frameworks, or project management methodologies is a plus Key Responsibilities Hire and manage an existing and growing team of high performing revenue enablement professionals Manage team projects to a high-standard of completion within 14-30 day project sprints using SCRUM or OKR Project Management frameworks Identify company goals as they relate to core projects for the revenue enablement team, and critically analyze how these goals cascade down what tactical activities the team needs to take on in order for the business to succeed Build and maintain valued relationships with key stakeholders and executives to align learning experiences with business goals and performance strategies Support the development of the Revenue Enablement Quarterly Roadmap, and assist the team in prioritizing enablement requests that come up during the quarter Host Executive QBRs with direct team and potentially other XFN Executives across the business; leveraging Revenue Enablement Metrics, reports, and KPIs that have been set by the Sr. Director, Revenue Enablement Lead and execute core projects related to product launches, sales development, sales process, methodology, and more; based on business necessity for player-coach dynamic across leadership positions on the Revenue Enablement Team Practicals You'll report to: Senior Director, Sales Enablement Team: Sales Location: EST, MST, CST, or PST Timezones, United States Start date: As soon as possible Remote Compensation Philosophy Remote's Total Rewards philosophy is to ensure fair, unbiased compensation and fair equity pay along with competitive benefits in all locations in which we operate. We do not agree to or encourage cheap-labor practices and therefore we ensure to pay above in-location rates. We hope to inspire other companies to support global talent-hiring and bring local wealth to developing countries. At first glance our salary bands seem quite wide - here is some context. At Remote we have international operations and a globally distributed workforce. We use geo ranges to consider geographic pay differentials as part of our global compensation strategy to remain competitive in various markets while we hiring globally. The base salary range for this full-time position is $52,850 to $145,800. Our salary ranges are determined by role, level and location, and our job titles may span more than one career level. The actual base pay for the successful candidate in this role is dependent upon many factors such as location, transferable or job-related skills, work experience, relevant training, business needs, and market demands. The base salary range may be subject to change. At Remote, we foster internal mobility as a key element of our culture of employee growth and development, supported by a compensation philosophy that guarantees pay equity and fairness. Therefore, all compensation changes associated with an internal move will be reviewed by the Total Rewards & People Enablement team on a case by case basis. Application process Roughly 2 hours across 2–4 weeks (pending scheduling) Recruiter Interview – 15–20 minutes Hiring Manager Google Meet Interview – 20 minutes Presentation Interview – Virtual + 45 minutes Candidate shares Google Slide Format presentation ahead of scheduling in person panel presentation. If candidate’s presentation is approved, move to panel presentation round 30 minutes — Candidate presents a training program to the interview panel, but should not focus on training the panel using the presentation. This presentation should be focused on the strategy of program development: why this training topic, how this training topic was prioritized, and the phases of developing and reinforcing the program. The candidate should consider that they will presenting training initiatives to members of the Exec team, regularly, and will need to have a strong command of highlighting their training strategy as well as project management in how they outline the phases of developing/reinforcing the program. 15 minutes — Q&A with Hiring Manager + 1 Team Member **Presentation Guidelines **** Google Slide Format, shared with recruiter + panel team prior to interview in order to schedule panel While all candidates are encouraged to use AI to highlight their specific skillset or advancements that can be made for our team in using AI - we strongly discourage over-reliance on AI when it comes to building training material. We have seen unoriginal, inaccurate, and outdated material re-used across candidates with platforms like Canva or ChatGPT, and will immediately disqualify these. Bar Raiser Interview - 30 minutes Reference Check – 15 minutes Prior employment verification check Offer Remote's Total Rewards philosophy is to ensure fair, unbiased compensation and fair equity pay along with competitive benefits in all locations in which we operate. We do not agree to or encourage cheap-labor practices and therefore we ensure to pay above in-location rates. We hope to inspire other companies to support global talent-hiring and bring local wealth to developing countries. At first glance our salary bands seem quite wide - here is some context. At Remote we have international operations and a globally distributed workforce. We use geo ranges to consider geographic pay differentials as part of our global compensation strategy to remain competitive in various markets while we hiring globally. Our salary ranges are determined by role, level and location, and our job titles may span more than one career level. The actual base pay for the successful candidate in this role is dependent upon many factors such as location, transferable or job-related skills, work experience, relevant training, business needs, and market demands. The base salary range may be subject to change. At Remote, we foster internal mobility as a key element of our culture of employee growth and development, supported by a compensation philosophy that guarantees pay equity and fairness. Therefore, all compensation changes associated with an internal move will be reviewed by the Total Rewards & People Enablement team on a case by case basis. The annual salary range for this full-time position is $51,850—$145,800 USD Benefits Our full benefits & perks are explained in our handbook at remote.com/r/benefits. As a global company, each country works differently, but some benefits/perks are for all Remoters: work from anywhere flexible paid time off flexible working hours (we are async) 16 weeks paid parental leave mental health support services stock options learning budget home office budget & IT equipment budget for local in-person social events or co-working spaces How you’ll plan your day (and life) We work async at Remote which means you can plan your schedule around your life (and not around meetings). Read more at remote.com/async. You will be empowered to take ownership and be proactive. When in doubt you will default to action instead of waiting. Your life-work balance is important and you will be encouraged to put yourself and your family first, and fit work around your needs. If that sounds like something you want, apply now! How to apply Please fill out the form below and upload your CV with a PDF format. We kindly ask you to submit your application and CV in English, as this is the standardised language we use here at Remote. If you don’t have an up to date CV but you are still interested in talking to us, please feel free to add a copy of your LinkedIn profile instead. Not only do we encourage folks from all ethnic groups, genders, sexuality, age, abilities, disability status and any other under-represented group to apply, but we prioritize a sense of belonging. We have 4 ERGs (Women, Disability, Queer, Minorities in Tech) who meet regularly with the People team. During your interviews and beyond, we ask & encourage anybody who needs an accommodation to request one from their recruiter. We will ask you to voluntarily tell us your pronouns at interview stage, and you will have the option to answer our anonymous demographic questionnaire when you apply below. As an equal employment opportunity employer it’s important to us that our workforce reflects people of all backgrounds, identities, and experiences and this data will help us to stay accountable. We thank you for providing this data, if you chose to. At Remote, we embrace AI as a valuable tool while prioritizing human creativity and authenticity. We look forward to meeting candidates who balance innovation with genuine expertise and experience. To learn more about Remote's AI guidelines check see here. Please note we accept applications on an ongoing basis.

Responsibilities

The Manager, Sales Enablement will hire and manage a team of revenue enablement professionals and oversee team projects to ensure high standards of completion. They will also build relationships with stakeholders to align learning experiences with business goals and support the development of the Revenue Enablement Quarterly Roadmap.