Sales Training & Development Manager

DPL Financial Partners•Louisville, KY

About The Position

DPL Financial Partners is creating this role to turn the sales team's business, product, and customer-conversation knowledge into structured, measurable training. The manager will build programs largely from the ground up, including onboarding, product and platform training, role-based learning paths, and training for new initiatives. The sales team has 36 people across five groups: Sales Support Associates, internal sales, External Sales, Relationship Management, and Membership Consultants. New hires typically join in cohorts of two to three, about once a quarter. The role owns how training is designed, delivered, and measured. The Head of Sales Strategy & Operations and sales leadership will set learning direction and support the manager's growth; sales managers reinforce training, and sales leadership and Compliance review and approve content. The role trains on the sales process as defined by leadership, but does not set sales strategy or process, own compliance training, or manage individual performance. The position is based in Louisville, Kentucky, preferred, with remote work considered for the right candidate. The role requires no travel, though travel with External Sales to observe the sales process is welcome. Training will use Digital Chalk and Microsoft 365; the manager may evaluate the learning platform and recommend an alternative with a supporting business case. In the first year, the manager is expected to establish initial versions of the programs and improve them through feedback. Priorities are onboarding, training for new initiatives, internal sales learning paths, and then External Sales. Expected outcomes include milestone-based onboarding, a standard training template for launches, initial learning paths for SSAs and internal sales, a draft competency framework and promotion assessments, a learning-platform evaluation, and early measures of new-hire readiness and assessment results.

Requirements

At least 5 years of experience, or equivalent, building new training programs in learning and development, instructional design, or sales training, including experience supporting 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 ability to determine which format works best for each learning objective.
Confident, engaging facilitation skills in person and virtually.
Ability to interview experts and turn their knowledge into clear, structured learning.
Strong organization, reliable delivery against plans, high quality standards, adaptability, and clear communication, including confidence recommending approaches to senior leaders.

Nice To Haves

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

Responsibilities

Design and deliver modular onboarding for new sales hires in small cohorts, using classroom, virtual, self-paced, and shadowing formats.
Define onboarding milestones and readiness checkpoints that establish a shared standard for new hires, managers, and leadership.
Capture and document sales best practices, processes, and conversation frameworks by working with sales leaders and top performers as subject-matter experts.
Build product and platform training, and create and maintain a standard template for training on new functions, features, and initiatives.
Maintain an organized, current library of training materials and reference guides.
Build role-based learning paths, including knowledge milestones for SSAs and internal sales and initiatives and best-practice sharing for 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, such as 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 results to identify gaps and develop targeted reinforcement; share skill assessment results with sales managers.
Facilitate engaging in-person and virtual sessions and select suitable learning formats, such as live instruction, video, role-play, quizzes, or job aids.
Maintain a dependable training calendar and release plan.
Build programs using Digital Chalk and Microsoft 365, evaluate whether Digital Chalk meets team needs, and recommend an alternative with a business case if appropriate.