Sr. Director, Learning & Development

Renuity•Charlotte, NC

5d•Hybrid

About The Position

The Sr. Director, Learning & Development, builds the training engine behind our revenue. Reporting to the SVP of Talent, this leader's primary mandate is to make our field revenue teams (in-home sales consultants, retail and event marketers, canvassers, and the appointment-setting teams that support them) ramp faster, sell better, and stay longer. This is a business role first and a learning role second. Success is measured in close rates, revenue per lead, ramp time, and early-tenure retention, not course completions. The role also owns leadership development for field managers and leaders and the company's compliance training program.

Requirements

10+ years in learning and development
Direct experience building training for field-based, direct-to-consumer sales teams (in-home sales, retail or event marketing, door-to-door, or similar) in a multi-site organization.
A track record of training programs that measurably improved sales results such as close rate, revenue per rep, or ramp time. Be ready to share the numbers.
Credibility with sales leaders and frontline reps. You understand lead flow, the sales process, and how field reps are paid and motivated.
Strong instructional design and facilitation skills across in-person, virtual, and on-demand formats.
Comfort with data. You can pull performance metrics, find the skill gap, and show the before and after.

Nice To Haves

Experience in home services, home improvement, or similar in-home sales industries.
Experience onboarding teams from acquired businesses.
Experience designing leadership development for frontline managers and senior leaders.
Hands-on LMS administration and learning vendor management.

Responsibilities

Build and own the training curriculum for our revenue-generating roles: in-home sales consultants, retail and event marketers, canvassers, and our call center roles.
Design new hire onboarding and certification for each revenue role that shortens time to first sale and time to full productivity.
Partner with Sales and Marketing leaders to codify what top performers do, and turn it into repeatable training on the sales process, product knowledge, objection handling, pricing and financing conversations, and lead generation.
Build ongoing skill development, not just onboarding: refresher programs, new product and promotion launches, and targeted coaching for underperforming reps and markets.
Equip field sales and marketing managers to reinforce training through ride-alongs, role plays, and coaching in the field.
Spend regular time in the field (ride-alongs, retail events, canvassing shifts) to keep training grounded in how the work actually happens.
Onboard and train sales and marketing teams at acquired businesses, aligning them to our sales process and standards.
Tie every major revenue program to business metrics such as close rate, revenue per lead, appointment set and issue rates, average ticket, cancellation rate, ramp time, and 90-day retention.
Partner with Sales, Marketing, and Finance to use performance data to find skill gaps by role, market, and rep, and prioritize training where it will move EBITDA most.
Report program results and recommendations to executive leadership in business terms.
Design and deliver practical development programs for frontline field managers and mid-level leaders, with priority on sales and marketing managers.
Build manager capability in coaching, performance management, and running effective teams.
Provide support to HRBPs as needed on manager and leader development.
Manage required compliance training in partnership with Legal, Safety, and HR, ensuring completion and documentation across the organization.
Own the LMS and learning technology stack, including content administration, reporting, and vendor management.
Manage the L&D budget and external content and vendor relationships.
Maintain and run Docebo, our L&D platform.
Lead and grow a team of field trainers, instructional designers, and LMS administrators.