Onboarding Program Manager, GTM

Horizon3

2d•$115,000 - $150,000•Remote

About The Position

Horizon3 is seeking a GTM Onboarding Program Manager to own and scale the end-to-end onboarding and ramp experience for its Go-To-Market (GTM) organization. This role is crucial for accelerating productivity, reinforcing sales strategies, and ensuring consistency as the company grows. The program manager will design and operationalize onboarding journeys from pre-boarding through the first 90 days, including role-based learning paths, manager reinforcement, and performance measurement. This position reports to the Field Enablement and Global Onboarding Leader and involves close collaboration with various departments including GTM Enablement, Sales leadership, Product Marketing, RevOps, and People. The goal is to build scalable processes and infrastructure that maintain a high-quality employee experience during rapid growth.

Requirements

5+ years of experience in sales enablement, onboarding facilitation, learning and development, program management, event/program operations, or a related field.
Experience owning recurring, multi-day onboarding, bootcamp, academy, training, or enablement programs from planning through onsite execution.
Exceptional program management skills with the ability to manage multiple work streams, stakeholders, vendors, timelines, dependencies, and deadlines simultaneously.
Strong operational and logistical skills with experience coordinating travel, hotels, venues, catering, events, speakers, communications, calendars, and onsite experiences.
Comfort being highly hands-on—you are equally willing to build the program plan, coordinate an executive speaker, troubleshoot a hotel issue, and make sure the room is ready before the first session starts.
Strong attention to detail and the ability to anticipate what could go wrong before it becomes an issue.
Experience supporting a high-growth B2B sales or GTM organization; cybersecurity, SaaS, or technical product experience is preferred.
Understanding of how GTM roles such as SDRs, AEs, SEs, Customer Success, and sales managers operate and how their onboarding needs differ.
Ability to turn complex business, product, and sales concepts into clear and practical learning experiences.
Strong facilitation and communication skills and comfort engaging with both new hires and senior leaders.
Experience partnering with executives, senior leaders, and subject matter experts to develop and deliver programming
Ability to create structure, repeatability, and clear ownership in a fast-moving environment
A learner-first and experience-focused mindset combined with a strong focus on business outcomes and speed to productivity.
Comfort using data and feedback to assess program effectiveness and make changes quickly.
Excellent written and verbal communication skills.
Ability to operate independently, make sound decisions, and move programs forward even when every detail has not yet been defined.

Nice To Haves

Experience with LMS, enablement, sales productivity, event management, or learning technology platforms is a plus.
Experience building programs across multiple geographic regions or distributed teams is a plus.

Responsibilities

Owning the end-to-end GTM onboarding and ramp program from pre-boarding through the first 90 days, including role-specific readiness milestones and manager reinforcement.
Designing and continuously improving onboarding paths for Commercial, Mid-Enterprise, and Enterprise sellers, SDRs, and, over time, Sales Engineers, Customer Success, and other customer-facing teams.
Owning and evolving the monthly GTM sales bootcamp as a central component of the broader onboarding experience, including curriculum, certification, facilitation, logistics, onsite execution, and post-program follow-up.
Connecting pre-work, bootcamp, role onboarding, manager-led reinforcement, field application, and post-bootcamp ramp into one cohesive experience.
Establishing clear learning objectives, role expectations, certifications, readiness checkpoints, and success measures for each audience.
Equipping managers with practical reinforcement plans, coaching resources, and visibility into what new hires have learned and what they need to apply on the job.
Partnering with Sales, RevOps, Product Marketing, Enablement, People, and subject matter experts to keep onboarding aligned to business priorities, product changes, sales methodology, segment needs, and observed skill gaps.
Creating and maintaining participant guides, learning materials, resource hubs, facilitator plans, communications, and repeatable playbooks.
Measuring onboarding effectiveness through certification, readiness, manager feedback, new-hire feedback, ramp performance, time to productivity, and other business outcomes.
Using quantitative and qualitative data to identify where new hires are succeeding, where they are struggling, and where the onboarding experience needs to improve.
Building scalable systems for cohort planning, communications, registration, scheduling, completion tracking, reporting, and program operations.
Managing the participant and event experience for bootcamp and other onboarding programs, including speakers, travel, lodging, meals, venues, vendors, and onsite logistics.
Creating a consistent, high-quality onboarding experience while adapting the content and support model to the needs of different roles, segments, and regions.