Onboarding Trainer, Revenue Enablement

The Onboarding Trainer, Revenue Enablement, will support the Revenue organization as we strive to maximize the value we create for our customers. This position will play a significant role in analyzing, designing, developing, implementing, and evaluating Onboarding new hires for all field teams. Field teams include (but may not be limited to): Account Executives, Account Managers, Business Development Representatives, Customer Success Specialists & Managers, Customer Support Specialists & Managers etc. The primary focus of this role is to implement an effective onboarding program that decreases the ramp-up time of new hires and can impact the retention of key talent and improve the revenue performance of the revenue organization. This role reports to the Sr Training Manager, Revenue Enablement.

• Instructional Design & Delivery: complete competency mapping across Selling motions, Product Knowledge, Soft skills and attributes, Systems & Processes utilizing a consistent framework for revenue teams. Create and revamp existing onboarding materials following the ADDIE model for instructional design and incorporating adult learning principles. Ensure new hires deliver value and productivity at an attainable period by effectively managing and continuously enhancing role-specific onboarding

Pre - Onboarding: provide new hires with materials and resources to view or complete before their onboarding session to prime them for what to expect in their sessions and give them confidence in what lies ahead. Streamline the onboarding process as much as possible and focus on including the most relevant information in an organized, clear-cut format. Create and adhere to a formal structure that new hires are informed of before their first day, ideally contained within their onboarding plan that includes a schedule stating the skill or competency being targeted, training logistics, and a clear outcome or goal that the training should have on new hire's knowledge and abilities. Ensure that hires are adequately set up into their emails and that all logins for necessary onboarding tools are good-to-go

During Onboarding: 

• Boot camp - These lay the foundation for the new hires to develop their industry expertise and become familiar with the company and products they will be selling. Develop and share A 30-60-90 scorecard at the end of the camp to articulate growth monitoring. Ensure education around norms, company culture, and expectations of the role
• Skills learning & training - This is where new hires start to learn and develop the specific skills that you have already outlined are necessary for their success. These can be skills or knowledge-based and be related to methodologies, their industry, or the products and services they will be selling
• Practice & immersion - To get new hires to be productive faster, provide them with opportunities to practice what they have learned over and over. Utilize job shadowing, peer-to-peer learning, and feedback, and show them what good looks like by having high-performing reps lead role-play sessions

Post - Onboarding:

• Reinforcement – Facilitate regular cadence with managers to continuously reinforce the skills and behaviors taught by the Onboarding team. Create a reinforcement structure where managers hold new reps accountable for meeting their goals by regular coaching and micro-learning programs
• Mentorship Program - Assign every new sales rep with a mentor who offers career advice, networking opportunities, and trusted insight into their challenges and experiences of the day-to-day job
• Performance Evaluation – Implement a 30-60-90-day evaluation program with a combination of check-ins, qualitative survey, manager feedback and a performance scorecard

Measuring Onboarding Success: create and implement onboarding success metrics by measuring time-to-milestone tracking, tech stack Adoption, direct feedback & behavior assessments

Scalable Onboarding Program: Ensure the onboarding program is progressively focused on the use cases, the personas, the challenges, and how the company supports the customer better than the competition. Ensure consistent cross-functional collaboration, first-line manager enablement, using technology to simulate high touch engagement and behaviors assessment in every step of the way to keep the program scalable

• Other duties as assigned

• Bachelor's degree or equivalent professional experience
• 3+ years training development and delivery experience 
• Experience with value-based sales methodologies and sales enablement programs is preferred
• Exceptional project management skills  
• Experience with CRM (i.e., Salesforce) and GTM productivity tools (ala Xant.ai Playbooks, Connect&Sell, Gong, Highspot, Gainsight) 
• Experience using an LMS platform such as Docebo, Litmos, Lessonly, Brainshark etc
• Experience with instructional design and adult learning principles
• Keen attention to detail and complex problem-solving abilities from an operational and technical perspective 
• Ability to manage multiple projects at the same time in a fast-paced environment 
• Technically capable, excellent communicator, and a desire to improve processes 
• Strong oral and written communication skills 
• Ability to work independently and engage manager as needed 
• Demonstrates persistence and resiliency to drive a project forward, even after numerous setbacks and obstacles that inevitably occur during an assignment 
• Aggressively works through situations impacted by events beyond their control as illustrated by identifying issues, developing an action plan and executing on that plan 
• Demonstrates the ability to articulate views clearly and concisely both verbally and in written form under tight timelines and with limited information 
• Organizes prioritizes, and delegates projects effectively
• Genuine interest in helping others and helping other people succeed, and a passion for growing and coaching team members, with an eye on employee experience and engagement