Sales Capability & Learning Manager

Culligan Quench•King of Prussia, PA

3d•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 bridges foundational training and long-term sales performance, with emphasis on 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, this position translates business needs and observed skill gaps into learning strategies and establishes measures to evaluate their effect on knowledge application, representative readiness, and sales execution. The position manages continued-education curricula and quarterly learning plans, coordinates coaching and reinforcement, monitors learning participation and outcomes, administers the learning management system, maintains learning content, and oversees training requests from intake through planning and follow-up. The ideal candidate would be local to King of Prussia, Pennsylvania, with an expectation to work onsite 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.
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 the ability to manage 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, with practical understanding of the sales process and representative workflow.
Local to the King of Prussia, Pennsylvania area.

Responsibilities

Build and manage a proactive continued-education curriculum aligned with business priorities, sales process needs, product knowledge, and identified capability gaps.
Develop quarterly learning plans defining target audiences, objectives, delivery methods, reinforcement activities, and intended outcomes.
Create a post-onboarding learning journey for ramping and non-tenured representatives transitioning to independent selling.
Partner 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 that help representatives apply foundational knowledge.
Use manager feedback, observed challenges, skill assessments, and performance themes to target development needs.
Provide frameworks, tools, and learning resources for consistent coaching and practical application after formal training.
Support targeted development for individuals or groups when business needs indicate a common skill gap.
Define success measures before programs launch and evaluate intended behavior or performance changes.
Monitor participation, completion, skill-assessment progress, and learning adoption to identify trends and additional support needs.
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 and support the learning management system and technology-enabled learning experiences.
Organize, maintain, and improve learning content to keep materials 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 a consistent intake, assessment, prioritization, and planning process.
Consult with stakeholders to clarify business needs, target audiences, desired outcomes, urgency, and appropriate learning solutions.
Balance immediate training 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.