Sales Training & Development Manager

DPL Financial Partners•Louisville, KY

6d•Remote

About The Position

DPL Financial Partners is creating this role to turn the sales team's expertise in its business, products, and advisor and client conversations into structured, measurable training. The position is primarily a build: the manager will create onboarding, product and platform training, and learning paths, using existing materials only where they remain useful. The sales team has 36 people across Sales Support Associates (SSAs), internal sales, External Sales, Relationship Management, and Membership Consultants. Sales is conducted mainly remotely, and External Sales travels occasionally. The role itself requires no travel, although travel with External Sales to observe the sales process is welcome. The manager will design and deliver training programs, capture subject-matter expertise, establish role-based learning paths and assessments, and measure whether training changes performance. Leadership defines what the team needs to learn and the sales process; this role owns how training is designed, delivered, and measured. Sales managers reinforce training, while sales leadership and Compliance review and approve content. The role does not set sales strategy or process, own compliance training, or manage individual performance. The manager reports to the Head of Sales Strategy & Operations and will initially make recommendations and work through decisions collaboratively, taking on more ownership as they learn the business. In the first year, the manager is expected to establish and improve initial versions of the programs, beginning with onboarding, followed by training for new initiatives, internal sales learning paths, and External Sales. Expected outcomes include milestone-based onboarding for new hire cohorts; a standard training template for initiatives and launches; initial learning paths for SSAs and internal sales; a draft competency framework and promotion-eligibility assessments developed with sales leadership and HR; an evaluation of Digital Chalk with a supported platform recommendation; and early measures of new-hire readiness and assessment results, together with a plan for improvement. The position is full-time and exempt. Louisville, Kentucky is preferred; remote work may be considered for the right candidate.

Requirements

At least 5 years of experience, or equivalent, building new training programs in learning and development, instructional design, or sales training, including support for a sales or client-facing team.
Experience turning subject-matter expert knowledge into end-to-end training programs using a recognized design approach such as ADDIE or SAM.
Experience building competency frameworks, assessments, and scoring rubrics.
Experience measuring training effectiveness beyond completion rates.
Strong command of blended learning and the appropriate use of different learning formats.
Confident, engaging facilitation skills, both in person and virtually.
Skill interviewing experts and turning their knowledge into clear, structured learning.
High standards for quality, organization, and reliable delivery against a plan.
Ability to adapt to evolving priorities and tools.
Clear communication and confidence recommending better approaches, including to senior leaders.

Nice To Haves

RIA, wealth management, or financial services experience.
Experience selecting or implementing a learning management system (LMS) and using authoring tools.
Experience supporting career ladders or promotion processes.
A professional learning and development credential, such as ATD's CPTD.

Responsibilities

Design and deliver onboarding for new sales hires in small cohorts, using classroom, virtual, self-paced, and shadowing formats.
Define onboarding milestones and readiness checkpoints, and build onboarding modules that other company teams can adopt.
Work with sales leaders and top performers to capture and document best practices, the sales process, and conversation frameworks.
Build product and platform training.
Create and maintain a standard training template for new functions, features, and initiatives.
Maintain an organized, current library of training materials and reference guides.
Build role-based learning paths for SSAs, internal sales team members, and External Sales.
Partner with sales leadership and HR to define and document competency requirements for each role and level.
Build and administer promotion-eligibility assessments, including written competency tests and presentations scored against defined rubrics.
Design knowledge checks and skill assessments with clear criteria.
Measure training effectiveness beyond completion, including retention, skill application, and business impact, using CRM and sales performance data.
Use assessment results to identify gaps and develop targeted reinforcement.
Share skill assessment results with sales managers, who own performance management.
Facilitate engaging training sessions in person and virtually, selecting and explaining the appropriate learning medium for each objective.
Maintain a training calendar and release plan.
Build programs using Digital Chalk and Microsoft 365; evaluate Digital Chalk and recommend whether to retain or replace it, supported by a business case.
Work with sales leadership and Compliance to obtain review and sign-off on content.
Develop and improve initial program versions during the first year, following the stated sequence of onboarding, new-initiative training, internal sales learning paths, and External Sales learning paths.