Director, Go-to-Market Learning and Development

HireRight•Nashville, TN

About The Position

HireRight is the premier global background screening and workforce solutions provider. We bring clarity and confidence to vetting and hiring decisions through integrated, tailored solutions, driving a higher standard of accuracy in everything we do. Combining in-house talent, personalized services, and proprietary technology, we ensure the best candidate experience possible. PBSA accredited and based in Nashville, TN, we offer expertise from our regional centers across 200 countries and territories in The Americas, Europe, Asia, and the Middle East. Our commitment to get it right every time, everywhere, makes us the trusted partner of businesses and organizations worldwide. Overview The Director of GTM Learning & Enablement leads the enterprise‑wide strategy for onboarding, functional training, and continuous development across all Go‑to‑Market teams. This role owns the learning strategy that accelerates field readiness, elevates commercial execution, and strengthens performance across the full revenue lifecycle from prospecting and selling to adoption, renewal, and expansion. As a strategic partner to senior GTM leaders, this leader translates business objectives into enablement roadmaps, establishes governance and metrics‑driven accountability, and ensures teams have the tools, resources, and optimized processes needed to drive revenue growth, operational efficiency, and exceptional customer engagement.

Requirements

10+ years leading Learning & Development, Enablement, or Talent Development functions within GTM or revenue organizations.
Proven ability to design, scale, and operationalize global capability‑building programs for complex GTM teams.
Strong business acumen, with demonstrated experience connecting learning strategies to measurable revenue and performance outcomes.
Deep expertise in needs analysis, adult learning principles, curriculum design, and multi‑modal learning delivery.
Experience partnering cross‑functionally with RevOps, People/HR, Product, Strategy, and senior GTM leaders.
Demonstrated people‑leadership experience, including building, mentoring, and scaling high‑performing teams.
Track record of managing large, complex initiatives in fast‑paced, high‑growth environments.
Strong project/program leadership with the ability to prioritize, execute, and deliver measurable impact.
Track record of using data and performance metrics to measure impact, optimize programs, and guide strategic decisions.

Responsibilities

Define and own the GTM learning strategy, capability model, and roadmap aligned to revenue and company goals.
Translate business strategy, GTM priorities, and competitive dynamics into scalable, role‑based learning programs.
Establish the operating model, governance, and prioritization mechanisms for GTM L&D globally.
Build and continuously optimize a world‑class onboarding program for all GTM roles (Sales, Pre‑Sales, AM, CS, Post-Sales, Professional Services, Partnerships, etc.).
Partner with RevOps, GTM Leadership and HR teams to define readiness criteria, field competency standards, and early‑stage performance milestones.
Improve time‑to‑productivity and accelerate new‑hire ramp through proven methodologies and data‑driven iteration
Lead the development of role‑based learning paths aligned to core GTM competencies (discovery, messaging, execution, account planning, customer outcomes).
Ensure ongoing enablement for GTM tools, systems, workflows, and methodologies (CRM, forecasting rigor, pipeline management, CPQ, etc.).
Deliver continuous development through blended modalities including ILT, vILT, eLearning, cohort programs, and on‑the‑job experiences.
Design and deliver leadership development for frontline managers through senior GTM leaders.
Equip GTM managers with coaching, performance management, operational rigor, and data‑driven decision‑making skills.
Partner with HR on leadership readiness, succession planning, and competency frameworks.
Align with Product, Strategy, and Marketing to ensure field teams are equipped with current messaging, positioning, market insights, and product knowledge.
Establish KPIs to measure the impact of GTM learning programs (productivity, performance lift, adoption, engagement, win rates, cycle time, renewal/expansion indicators where applicable).
Build, lead, and inspire a high‑performing GTM L&D team with global reach.