Sales Capability & Learning Manager in King of Prussia, Pennsylvania at Quench USA

Continued Education & Capability Strategy

• Build and manage a proactive continued education curriculum aligned to business priorities, sales process needs, product knowledge, and identified capability gaps.
• Develop quarterly learning plans that define target audiences, objectives, delivery methods, reinforcement activities, and intended outcomes.
• Create a structured post-onboarding learning journey that supports ramping and non-tenured representatives as they transition into independent selling.
• Partner with leaders and trainers to ensure learning priorities complement new hire onboarding and reinforcement efforts.

Sales Coaching & Reinforcement

• Design and coordinate sales coaching, reinforcement, and skill-building programs that help representatives move from foundational knowledge to confident execution.
• Use manager feedback, observed challenges, skill assessments, and recurring performance themes to target development needs.
• Provide frameworks, tools, and learning resources that support consistent coaching and practical application after formal training ends.
• Support targeted development for individuals or groups when business needs indicate a common skill gap.

Learning Analytics & Measurement

• Define success measures before programs launch and evaluate whether learning activities produced the intended behavior or performance change.
• Monitor participation, completion, skill-assessment progress, and learning adoption to identify trends and areas requiring additional support.
• Create clear feedback loops among training delivery, manager input, rep performance needs, and future learning priorities.
• Communicate learning impact, program progress, recurring capability gaps, and recommended actions to stakeholders.

Learning Technology & Content Management

• Own day-to-day learning management system administration and support technology-enabled learning experiences.
• Organize, maintain, and improve learning content so materials remain current, accessible, and aligned to established processes.
• Develop or coordinate instructor-led, virtual, self-paced, and reinforcement resources based on program needs.
• Use learning technology to improve consistency, scalability, participation tracking, and post-training reinforcement.

Training Intake & Cross-Functional Partnership

• Manage training requests through a consistent intake, assessment, prioritization, and planning process.
• Consult with stakeholders to clarify the business need, target audience, desired outcome, urgency, and appropriate learning solution.
• Balance immediate requests with the broader enablement strategy and quarterly learning plan.
• Coordinate with trainers and subject matter experts on content development, facilitation, rollout, and follow-up.