Manager, Enterprise Sales Enablement Marketing

Company Cox Automotive - USA

Job Family Group

Marketing

Job Profile

Product Marketing Manager

Management Level

Manager - Non People Leader

Flexible Work Option

Hybrid - Ability to work remotely part of the week

Travel %

Yes, 25% of the time

Work Shift

Day

Compensation

Compensation includes a base salary in the range of $101,500.00 - $169,100.00. The base salary may vary within the anticipated base pay range based on factors such as the ultimate location of the position and the selected candidate’s knowledge, skills, and abilities. Position may be eligible for additional compensation that may include an incentive program.

Job Description

*This position is Hybrid and will report into one of the office locations listed.

The Manager, Enterprise Sales Enablement Marketing owns the marketing layer of the enterprise selling experience. This role builds the messaging, content, and enablement that help enterprise sellers and performance managers win and retain enterprise dealer groups across the Cox Automotive retail portfolio — and is accountable for whether that work actually gets used in live deals.

This is a master storyteller role with an operator's discipline attached. The Manager translates complex, multi-product capability into enterprise value propositions that hold up in front of a dealer group principal, a COO, and a CFO — positioning Retail360, Cox Automotive's omnichannel platform connecting Attract, Shop, Transact, and Own, as the operational leverage a multi-rooftop group is buying, not a feature set. Enterprise groups do not buy products; they buy consolidation, integration, and P&L impact. The economic buyer who signs and the operational adopter who has to live with it are usually different people, and this role builds for both.

The role sits between Sales, Product, and Marketing. It partners with Enterprise Sales to win business, with Product and Product Marketing to make sure enterprise needs are represented in positioning and roadmap, and with the field organization that distributes everything this function produces. Content the field can't find in 90 seconds does not exist, so content operations and adoption are part of the job, not an afterthought.

AI fluency is a baseline expectation. This leader is expected to use AI tools to scale content variants across segments, personalize enterprise outreach at the account level, synthesize account intelligence ahead of high-stakes meetings, and improve content tagging so sellers find the right asset — and to help enterprise clients understand the business value of AI-powered capabilities in the retail portfolio.

What You’ll Do

Enterprise Sales Enablement (40%)

• Serve as the primary marketing partner to Enterprise Sales leadership and enterprise sellers, building the content that moves deals: pitch decks, solution briefs, ROI models, objection handling, and competitive battle cards
• Partner with completive intelligence to maintain competitive intelligence and battle cards for the enterprise segment, refreshed on a defined cadence rather than at launch only
• Lead RFP response strategy and content development, positioning against the competitors who actually show up in enterprise evaluations
• Provide real-time support for high-stakes pursuits, executive meetings, and strategic pitches
• Build and maintain a reusable enterprise content library — templates, one-pagers, and modular assets segmented by buyer role and deal stage
• Own launch enablement for enterprise: what sellers need, when they need it, and how their behavior should change at launch — coordinated with Product Marketing so enterprise is represented in launch planning rather than briefed after it
• Develop performance manager playbooks that map to real moments in the field week — QBRs, renewals, escalations, new product introductions
• Use AI tools to accelerate content variants, RFP drafting, competitive research, and account-level personalization at scale

Enterprise Positioning & Narrative (25%)

• Translate dealer- and rooftop-level product messaging into enterprise narratives built on group economics — gross per unit, fixed operations absorption, inventory turn, cost per acquisition — rather than scaled-up single-store stories
• Build and maintain the Retail360 enterprise narrative and quarterly capability storyline for enterprise audiences across marketing, retail operations, fixed ops, finance, and IT
• Develop messaging that works for both the economic buyer and the operational adopter, with shared proof points and different arguments
• Create executive-level presentations, strategic business cases, and ROI tools validated with Finance before they ship
• Develop customer proof — case studies, references, and use cases with defensible outcomes, not testimonials
• Serve as the enterprise advocate in product and product marketing discussions, making sure multi-rooftop realities are reflected in positioning and roadmap decisions
• Build thought leadership that supports the enterprise selling motion, grounded in market trends and dealer economics

Content Operations & Governance (20%)

• Own the enterprise content lifecycle in Seismic and Axle: tagging taxonomy, findability, freshness, versioning, and retirement
• Establish and enforce a publishing gate so new enterprise content meets standards for accuracy, ownership, and expiration date before it goes live
• Audit the existing enterprise library and retire or consolidate content that isn't earning its place
• Improve search and recommendation logic so sellers find assets by the situation they're in, not by guessing the file name
• Maintain a documented intake path for field and sales requests, and a quarterly stop list — enablement functions accumulate obligations, and capacity goes to zero without one

Adoption, Measurement & Cross-Functional Partnership (15%)

• Own seller adoption as a behavior-change problem, not a communication problem: define the behavior, the moment in the workflow, the friction to remove, and the manager reinforcement that makes it stick
• Instrument before launch and report a quarterly scorecard on outcomes — content used in live enterprise deals, seller adoption depth, pursuit support cycle time, influence on pipeline and win rate — with honest attribution
• Partner with Enterprise Sales leadership, the Sales Business Office, Performance Managers and field leadership, Product Marketing, Product, and Finance to secure input early and avoid duplicated or conflicting work
• Bring field and seller feedback back into positioning, roadmap, and content priorities on a standing cadence

Scope Boundary

• Owns: Enterprise-segment messaging and narrative, seller-facing enterprise content, enterprise competitive battle cards, enterprise launch enablement, performance manager playbooks for enterprise accounts, enterprise content governance and lifecycle, enablement adoption measurement.
• Influences: Product roadmap priorities, portfolio-level positioning, pricing and packaging narrative, ABM account selection, sales training curriculum, brand and campaign integration.
• Does not own: Product-level positioning and launch ownership (Product Marketing), sales methodology and training delivery (Sales Enablement/Sales Business Office), demand generation campaigns (Campaigns), content platform administration (Marketing Operations), OEM and partner program marketing.

What’s in It for You?

Here’s a sneak peek at the benefits you could experience as a Cox employee:

• A competitive salary and top-notch bonus/incentive plans.
• Exceptional work-life balance, flexible time-off policies and accommodating work schedules.
• Comprehensive healthcare, with multiple options for individuals and families.
• Generous 401(k) retirement plans with company match.
• Professional development and continuing education opportunities.
• Inclusive parental leave policies, plus comprehensive fertility coverage and adoption assistance.
• Extra perks like pet insurance, employee discounts and much more.

Who You Are

Minimum:

• Bachelor’s degree in related discipline and 6 years in B2B marketing, product marketing, sales enablement, or strategic consulting. The right candidate could also have a different combination, such as a master’s degree and 4 years’ experience; a PhD and 1 year of experience; or 10 years’ experience in a related field.
• Demonstrated ability to translate complex, multi-product capability into clear business value for executive buyers — with writing samples or deliverables that show it
• Proven experience supporting an enterprise sales organization with content and real-time deal support, including evidence that the work was adopted, not just produced
• Experience owning a content library or enablement platform (Seismic, Highspot, Showpad, or equivalent) including the unglamorous parts: taxonomy, governance, and retiring content
• Strong analytical and synthesis skills; comfort building or pressure-testing an ROI model with Finance in the room
• Experience managing multiple high-priority projects in a fast-paced, matrixed environment where influence matters more than authority
• Strong presentation design skills and PowerPoint proficiency; able to produce executive-grade materials
• Active, strategic user of AI tools for content creation, competitive research, RFP drafting, and personalization at scale
• Able to adapt messaging across a buying committee with genuinely different incentives — ownership, operations, finance, IT, and store leadership
• Travel: 20–30% (client meetings, strategic sessions, industry conferences)

Preferred:

• Degree in Marketing, Business, Communications, or related field.
• MBA or advanced degree
• Automotive retail experience, particularly with enterprise or multi-rooftop dealer groups
• Working understanding of dealership economics and how a group's P&L differs from a single rooftop's
• Enterprise B2B marketing experience with Fortune 500 or large private enterprise clients
• Experience presenting to C-level executives and enterprise buying committees
• Familiarity with the Cox Automotive portfolio (Autotrader, Dealer.com, VinSolutions, Dealertrack, Xtime, vAuto, KBB)
• Experience standing up or materially rebuilding an enablement function

Join the Cox family of businesses and make your mark today!

Drug Testing

To be employed in this role, you’ll need to clear a pre-employment drug test. Cox Automotive does not currently administer a pre-employment drug test for marijuana for this position. However, we are a drug-free workplace, so the possession, use or being under the influence of drugs illegal under federal or state law during work hours, on company property and/or in company vehicles is prohibited.

Benefits

The Company offers eligible employees the flexibility to take as much vacation with pay as they deem consistent with their duties, the company’s needs, and its obligations; seven paid holidays throughout the calendar year; and up to 160 hours of paid wellness annually for their own wellness or that of family members. Employees are also eligible for additional paid time off in the form of bereavement leave, time off to vote, jury duty leave, volunteer time off, military leave, and parental leave.

About Us

Through groundbreaking technology and a commitment to stellar experiences for drivers and dealers alike, Cox Automotive employees are transforming the way the world buys, owns, sells – or simply uses – cars. Cox Automotive employees get to work on iconic consumer brands like Autotrader and Kelley Blue Book and industry-leading dealer-facing companies like vAuto and Manheim, all while enjoying the people-centered atmosphere that is central to our life at Cox. Benefits of working at Cox may include health care insurance (medical, dental, vision), retirement planning (401(k)), and paid days off (sick leave, parental leave, flexible vacation/wellness days, and/or PTO). For more details on what benefits you may be offered, visit our benefits page. Cox is an Equal Employment Opportunity employer – All qualified applicants/employees will receive consideration for employment without regard to that individual’s age, race, color, religion or creed, national origin or ancestry, sex (including pregnancy), sexual orientation, gender, gender identity, physical or mental disability, veteran status, genetic information, ethnicity, citizenship, or any other characteristic protected by law. Cox provides reasonable accommodations when requested by a qualified applicant or employee with disability, unless such accommodations would cause an undue hardship.EOE, including disability/vetsApplicants must currently be authorized to work in the United States for any employer without current or future sponsorship. No OPT, CPT, STEM/OPT or visa sponsorship now or in future.