Senior Sales Enablement Specialist

The Senior Sales Enablement Specialist leads the design and execution of our go-to-market readiness strategy. You'll own the full enablement lifecycle — from onboarding architecture to field enablement and tech stack strategy — while mentoring junior team members and serving as a strategic partner to Sales, Marketing, and Product leadership. You bring instructional design leadership to the function: setting standards for how we build programs, evaluate impact, and scale learning across a growing sales org. You're as comfortable in a board deck as you are reviewing a storyboard.

Key Responsibilities

• Enablement strategy: Define and own the annual enablement roadmap, aligned to sales hiring plans, product launches, and go-to-market motions — with learning design principles embedded at every stage.
• Program architecture: Architect and oversee the full rep lifecycle — new hire onboarding, role-based certification paths, continuous learning, and leadership development programs. Set instructional design standards and templates for the team to build against.
•  Instructional design leadership: Own the organization's learning design methodology (ADDIE, SAM, or equivalent). Define curriculum architecture, learning objective frameworks, and blended modality strategies across all programs.
• Tech stack strategy: Evaluate, implement, and optimize the enablement tech stack (LMS, content management, eLearning authoring, conversation intelligence, AI coaching) and own vendor relationships.
• Content & messaging: Lead creation of the sales playbook, persona-level battlecards, and competitive positioning assets; ensure consistency with brand and GTM messaging. Translate strategy into learnable content at every level.
• Data & impact measurement: Build a measurement framework using Kirkpatrick levels 1–4 and Phillips ROI methodology, tying enablement programs to leading indicators (ramp time, pipeline coverage, win rate) and lagging indicators (quota attainment, retention).
• Executive stakeholder management: Present quarterly enablement reviews to Sales and Revenue leadership; surface program gaps and propose evidence-based solutions.
• Field enablement: Design and run SKOs, regional summits, QBR content, and deal review frameworks; build reinforcement learning journeys to drive post-event behavior change.

*** Syncing Onboarding Architecture with Corporate Orientation (Collaborate with HR to ensure a seamless transition from general corporate onboarding into the structured bootcamp.  Co-design leadership development programs with HR.  Collaborate wtih HR on sales certification paths and competency frameworks.

Required

•  5–8 yrs in sales enablement or revenue operations
• 1–2 yrs managing direct reports
• Deep expertise in CRM, SEP, and LMS platforms
•  Strong program management & cross-functional influence skills
• Proficiency in enablement metrics and ROI reporting
• Expert-level knowledge of instructional design models (ADDIE, SAM, or equivalent)
• Experience setting org-wide learning design standards and templates
• Proficiency in Kirkpatrick or Phillips ROI evaluation methodology

Preferred

• Prior quota-carrying or sales leadership experience
• Experience with AI-driven coaching & forecasting tools
• Certification in MEDDPICC, Challenger, or Force Management
• MBA or equivalent strategic business education
• ATD, CPTD, or ISPI instructional design certification
• Experience managing eLearning production (authoring tools, video, microlearning)
• Familiarity with accessibility standards in learning content (WCAG, Section 508)

About QAD

QAD  |  Redzone  is redefining manufacturing and supply chains through its intelligent, adaptive platform that connects people, processes, and data into a single System of Action. With three core pillars — Redzone (frontline empowerment), Adaptive Applications (the intelligent backbone), and Champion AI (Agentic AI for manufacturing) — QAD | Redzone helps manufacturers operate with  Champion Pace , achieving measurable productivity, resilience, and growth in just 90 days.

QAD is committed to ensuring that every employee feels they work in an environment that values their contributions, respects their unique perspectives and provides opportunities for growth regardless of background. QAD’s DEI program is driving higher levels of diversity, equity and inclusion so that employees can bring their whole self to work.

We are an Equal Opportunity Employer and do not discriminate against any employee or applicant for employment because of race, color, sex, age, national origin, religion, sexual orientation, gender identity, status as a veteran, and basis of disability or any other federal, state or local protected class. 

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