Sales Capability & Learning Manager

Culligan Quench•King of Prussia, PA

5d•$80,000 - $85,000•Hybrid

About The Position

The Sales Capability & Learning Manager builds and manages performance-focused learning programs that strengthen sales capability beyond new-hire onboarding. The role creates a structured bridge between foundational training and long-term sales performance, emphasizing continued education, post-training reinforcement, coaching, skill development, and support for ramping and non-tenured sales representatives. Working with Training & Enablement leaders, sales leadership, trainers, and cross-functional stakeholders, the manager turns business needs and observed skill gaps into learning strategies. The role establishes measures to assess whether programs improve knowledge application, representative readiness, and sales execution. The position is ideally suited to someone local to King of Prussia, Pennsylvania, and has an on-site expectation of two days per week.

Requirements

At least 3 years of experience in sales enablement, learning and development, sales training, instructional design, coaching, or a related field.
Demonstrated ability to translate business needs and performance gaps into practical learning programs.
Experience designing continued education, reinforcement, coaching, or capability-building programs for sales teams.
Working knowledge of learning management systems, digital learning tools, and learning analytics.
Strong program and project management skills, including managing multiple priorities and stakeholders.
Ability to interpret qualitative and quantitative inputs and communicate clear, actionable recommendations.
Strong written communication, facilitation, content development, and consulting skills.
Collaborative approach and ability to influence and partner across sales, operations, leadership, and subject matter experts.

Nice To Haves

Direct sales or sales-selling experience is highly recommended, including practical understanding of the sales process and representative workflow.
Local to the King of Prussia, Pennsylvania area.

Responsibilities

Build and manage a continued education curriculum aligned with business priorities, sales process needs, product knowledge, and capability gaps.
Develop quarterly learning plans defining audiences, objectives, delivery methods, reinforcement activities, and intended outcomes.
Create a post-onboarding learning journey for ramping and non-tenured sales representatives transitioning to independent selling.
Coordinate with leaders and trainers to align learning priorities with new-hire onboarding and reinforcement efforts.
Design and coordinate sales coaching, reinforcement, and skill-building programs.
Use manager feedback, observed challenges, skill assessments, and performance themes to identify development needs.
Provide coaching frameworks, tools, and learning resources that support consistent coaching and practical application after formal training.
Support targeted individual or group development when business needs indicate a common skill gap.
Define success measures before program launches and assess behavior or performance changes resulting from learning activities.
Monitor participation, completion, skill-assessment progress, and learning adoption; identify trends and areas needing support.
Create feedback loops among training delivery, manager input, representative performance needs, and future learning priorities.
Communicate learning impact, program progress, recurring capability gaps, and recommended actions to stakeholders.
Administer the learning management system day to day and support technology-enabled learning experiences.
Organize, maintain, and improve learning content to keep it current, accessible, and aligned with established processes.
Develop or coordinate instructor-led, virtual, self-paced, and reinforcement resources.
Use learning technology to improve consistency, scalability, participation tracking, and post-training reinforcement.
Manage training requests through an intake, assessment, prioritization, and planning process.
Consult stakeholders to clarify business needs, target audiences, desired outcomes, urgency, and suitable learning solutions.
Balance immediate requests with the broader enablement strategy and quarterly learning plan.
Coordinate with trainers and subject matter experts on content development, facilitation, rollout, and follow-up.