Global Sales Manager Development Leader

WinsAbove

Chicago (IL)

Hybrid

USD 194,000 - 220,000

Full time

14 days+

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Benefits offered by this job

Mental health, wellness & fitness

Career coaching & support

Inclusive family building benefits

Long‑term savings or retirement plans

In‑office culinary options

Job summary

Asana’s Global Field Readiness team is seeking a strategic, detail-oriented leader to own end-to-end development programs for frontline sales managers and individual contributors. This is a senior IC role with global reach, partnering with Sales Leadership, HRBP, and Learning & Development to design data-driven programs grounded in measurable outcomes.

Based in Chicago with hybrid in-office days, you’ll build career architectures, oversee content creation, and drive program measurements from

Qualifications

6+ years of experience in sales enablement, learning & development, talent management, or a related field—with meaningful exposure to sales environments.
Demonstrated success designing management development or leadership programs at scale, ideally in a global SaaS or technology company.
Strong familiarity with career framework design, competency mapping, and job architecture principles.
A systems thinker who can hold the big picture (what does a world‑class sales management bench look like?) while executing the programmatic details.
Exceptional facilitation and communication skills, with the ability to build trust and alignment with senior revenue stakeholders.
Comfort with ambiguity and the ability to move from design to live execution quickly, iterating based on real‑time feedback and metrics.
A data‑informed approach with experience working cross‑functionally with HR, People Analytics, and senior business leaders.
Bonus points: Experience with coaching certification frameworks (ICF, Co‑Active, etc.), formal facilitation training, or familiarity with sales methodologies (MEDDPICC, Challenger, SPIN, etc.).

Responsibilities

Program Ownership: Design and own Asana’s global sales manager development program—from new manager onboarding through ongoing leadership coaching and cohort‑based learning.
Career Architecture: Build and maintain a clear, transparent career framework for all sales roles, including leveling rubrics, competency models, and progression criteria.
Strategic Collaboration: Partner with Sales Leadership to identify skill gaps, prioritize development needs, and build scalable solutions that work across regions and time zones.
Content Innovation: Create and curate content—workshops, e‑learning modules, manager guides, and 1:1 toolkits—that drive real behavior change rather than just knowledge transfer.
Measurement Strategy: Define leading and lagging indicators for every program you own (from participant satisfaction and skill assessment scores to downstream metrics like promotion rates, manager effectiveness survey results, and rep ramp time).
Feedback Loops: Build lightweight feedback mechanisms (pulse surveys, cohort check‑ins, stakeholder interviews) and partner with People Analytics and Sales Operations to connect development program data to business performance data.
Community Enablement: Run manager community programs (forums, peer coaching circles, brown bags) that build connection and shared practices across the global sales management community.
Strategic Retrospectives: Establish a regular cadence of program reviews and communicate insights to senior leadership transparently, maintaining a living program roadmap that reflects what’s working and what’s being iterated on.