Sr. Manager, Sales Enablement

*This is a hybrid role.*About the Role The Senior Manager of Sales Enablement & Capability will design, build, and lead the company's first formal Sales Enablement function within the Commercial Sales Division. You will be responsible for enabling approximately 200+ front-line sales professionals across two channels to sell more effectively, ramp faster, and win more often. You will partner cross-functionally with Sales Leadership, Marketing, Pricing, Revenue Operations, and HR to build the infrastructure, content, and programs that drive measurable commercial performance. Key Responsibilities Sales Enablement Program Design & Leadership Process owner for the new salesperson onboarding program (30/60/90-day structure) for all sales reps. Partner with Learning and Development to improve, refine or modify the program. Own the end-to-end sales strategy and selling model for the commercial organization, defining the go-to-market approach, sales methodology, and competitive positioning; partner with Commercial Strategy, Marketing, and Senior Leadership to ensure alignment and drive consistent execution across all channels and markets Serve as the strategic architect of ongoing sales training programs by identifying needs, defining objectives, and ensuring consistency across all training initiatives; partner with Learning & Development to design and build programs, and collaborate with HR, Commercial Strategy, and Marketing to align on content and implementation; own overall program governance, including tracking and maintaining records to ensure 100% compliance Maintain a Sales Skills & Competency Framework aligned with our selling strategy. Process owner for certification programs and ongoing learning pathways for field sales and sales managers. Partner with other functional areas to design and deploy. Gate keeper for all training that is deployed to the sales team (Product training, Solution Selling) – ensuring a consistent framework & methodology is followed. (in person, teams, announcements) Establish a Sales Coaching Model, equipping Sales Managers with structured coaching cadences, tools, and routines. Engage with the sales team to ensure effectiveness; Ensuring sales reps have what they need, are receiving the information correctly, etc. Identify skill and knowledge gaps within the sales organization and partner with internal teams to design and deliver targeted enablement programs that address them Content Strategy & Management Build and govern a centralized content library — playbooks, competitive guides, objection handling, ROI tools — organized by channel, segment, and stage of the buyer journey. Support and maintain a Sales Enablement Platform. Partner with Marketing to ensure sales content is current, on-brand, and channel-appropriate. Track content utilization and effectiveness — sunset what doesn't work, amplify what does. Define the ways of working – standard templates (e.g. business plans), when they are required, and the routine, structure and discipline to maintain them. Win/Loss & Field Feedback Loop Design and operate a structured Win/Loss program — systematic debriefs on won and lost opportunities. Synthesize field intelligence and surface insights to Sales Leadership, Product, Pricing, and Marketing. Use win/loss data to update playbooks, sharpen messaging, and identify training gaps. Sales Technology Enablement Partner with the Sales Support team to maximize CRM (Microsoft D365) adoption and usage quality. Must be a CRM Power User. Lead rollout and adoption of Microsoft Copilot or other AI tools for Sales — call summaries, next-action coaching, email assist. Define how sales tools connect to the rep's daily workflow to reduce friction and increase usage. Performance Analytics & Reporting Define and track enablement KPIs: project cycle time, content adoption, certification completion, coaching completion rates, win rate impact. Partner with Analytics team to build enablement performance dashboards in Power BI. Report enablement ROI to senior leadership quarterly. Cross-Functional Partnership Serve as the voice of the field — translating what reps need into programs that work. Partner with HR/Talent on sales hiring profiles, interview frameworks, and rep development paths. Partner with Pricing and Deal Desk to train reps on pricing tools, margin guidelines, and deal exception processes. Requirements 5+ years of experience in Sales Enablement, Sales Operations — with at least 3 years in a leadership role building programs at scale. 3+ years as a salesperson preferred B2B, Construction industry, Flooring Industry or other similar Demonstrated experience building Sales Enablement programs from the ground up, not just inheriting them. Experience supporting both product sales and channel/distributor models (dual-motion experience strongly preferred). Proficiency with Sales Enablement platforms (Highspot, Seismic, Showpad, or equivalent). Strong CRM fluency — experience with Microsoft Dynamics 365 or Salesforce. Strong data orientation — ability to measure what you build and make decisions from insights, not just activity. Technical savvy preferred. Exceptional cross-functional collaboration and stakeholder influence skills. Entrepreneurial, ability to work independently, and influence others without authority. Travel up to ~25% of the time Preferred Experience in building materials, flooring, construction products, or adjacent B2B manufacturing/distribution industries. Experience with Microsoft Copilot for Sales, Teams, and the broader Microsoft Dynamics 365. Experience supporting A&D (Architecture & Design) or specification-selling teams. Background that includes time in a front-line sales role — field credibility matters. MBA or equivalent advanced business degree. Leadership Competencies Field Empathy:You've been close to sales; you know what it's like to carry a quota and you design programs reps want to use. Builder Mindset:You thrive on blank-sheet-of-paper problems; you don't wait for perfect conditions to act. Data-Driven:You define success metrics before launching a program, not after; you learn and iterate quickly. Executive Communication:You can tell a clear story about enablement ROI to a CFO or CEO, not just an L&D audience. Change Management:Behavior change is hard; you know how to drive adoption, overcome resistance, and sustain new habits. Critical Thinking:You don't just execute — you question assumptions, identify root causes, and bring creative solutions. Humble Confidence: must be a transparent communicator that strikes the right balance between confidence and humility. What We OfferA commitment that Safety is #1Competitive benefits, pay, and retirement plan options!Career growth, stability, and flexible work arrangements.Responsible Manufacturing – Protecting Our Planet for the FutureWe utilize renewable energy and a closed loop recycled water process.We are committed to reducing greenhouse emissions and water consumption.We are the only flooring company recognized by the Asthma and Allergy foundation.Who we are:With a history of more than 140 years, Tarkett is a worldwide leader in innovative and sustainable flooring and sport surface solutions, generating turnover of 3.3 billion in 2025. The Group has close to 12,000 employees, 25 R&D centers, 8 recycling centers and 33 production sites. Tarkett creates and manufactures solutions for hospitals, schools, housing, hotels, offices, stores and sports fields, serving customers in over 100 countries. To build “The Way to Better Floors,” the Group is committed to circular economy and sustainability, in line with its Tarkett Human‐Conscious Design approach.Tarkett is an equal opportunity employer. We value diversity in backgrounds and in experiences and promote an inclusive workplace where all employees can perform at their best.SummaryLocation: United States, Solon (OH)Type: Full time