GTM Learning and Development Manager

Calero; United States; Remote; USD 110,000 - 130,000; Full time

Job summary

Calero is seeking a GTM Learning & Development Manager to build and lead a global L&D function for the Go-to-Market organization. You will partner with VPs and business leaders to create role-based paths, onboarding programs, and knowledge resources across regions.

The role requires 5+ years in L&D or related fields, with expertise in instructional design, curriculum development, and analytics. A strong focus on revenue enablement, product knowledge, and scale planning will be essential.

Qualifications

• Bachelor's degree or equivalent in a related field; advanced credentials preferred.

Responsibilities

• Build and lead a scalable learning and development function for the global Go-to-Market organization.
• Develop and execute a comprehensive learning strategy aligned with business objectives and growth.
• Own commercial learning initiatives and drive continuous improvement across training programs.
• Design onboarding programs, role-based curricula, certifications, and learning pathways.
• Formalize training standards, milestones, and completion requirements.
• Create engaging learning experiences for diverse learning styles to drive retention.
• Identify skill gaps with leaders and develop opportunities to boost productivity.
• Strengthen product knowledge, sales effectiveness, and revenue operations learning.
• Drive adoption of tools like Salesforce, Showpad, and other enablement technologies.
• Collaborate with SMEs to maintain content, playbooks, and knowledge resources.
• Translate processes into scalable learning solutions and align with strategic goals.
• Establish metrics to evaluate learning impact and business outcomes.
• Monitor participation and performance trends for continuous improvement.
• Support change initiatives with training and adoption strategies.
• Maintain knowledge resources and best-practice guides.

Skills

L&D strategy

Instructional design

Curriculum development

Learning & development

Sales enablement

Knowledge management

Analytics

Stakeholder management

Education

Bachelor's degree in Education, Business, HR, Organizational Development, Communications, or related field

Advanced degree or certifications in Learning & Development, Instructional Design, Talent Development, or Sales Enablement (preferred)

Tools

Salesforce

Showpad

LMS platforms

Job description

If you are unable to complete this application due to a disability, contact this employer to ask for an accommodation or an alternative application process.

GTM Learning and Development Manager

Full Time Regular Professional Remote, US

2 days ago Requisition ID: 2487

Salary Range: $110,000.00 To $130,000.00 Annually

Job Summary:

The GTM Learning & Development (L&D) Manager is responsible for building and leading a comprehensive learning and enablement function for the global Go-to-Market (GTM) organization. This role will create the foundation, structure, curriculum, and ongoing learning strategy that supports all GTM organization roles.

Reporting to the VP of Revenue Operations, the GTM L&D Manager will partner closely with business leaders and subject matter experts to develop role-based learning paths, onboarding programs,knowledge management resources, and ongoing development opportunities for employees globally.

Success in this role requires equal parts strategic thinking, instructional design expertise, business acumen, and the ability to translate operational processes into engaging learning experiences that support visual, auditory, and hands-on learners.

Build and Lead the Learning Function

• Establish and lead a scalable learning and development function for the global Go-to-Market organization.
• Develop and execute a comprehensive learning strategy aligned with business objectives, revenue growth, and employee development needs.
• Serve as the strategic owner of commercial learning, ensuring ongoing focus, accountability, and continuous improvement across training initiatives.
• Design, implement, and continuously enhance structured onboarding programs, role-based curricula, certifications, and learning pathways for the GTM organization.
• Formalize foundational training programs, learning standards, completion requirements, and development milestones.
• Create engaging learning experiences that support a variety of learning styles and promote long-term knowledge retention and skill development.
• Partner with business leaders to identify skill gaps and development opportunities that improve employee productivity and performance.
• Develop learning programs that strengthen product knowledge, sales effectiveness, operational processes, and commercial capabilities.
• Drive adoption and proficiency of key business tools, technologies, and processes, including but not limited to Salesforce, Showpad, SalesLoft and other revenue-enablement technologies.

Partner Across the Business to Scale Knowledge

• Collaborate with leaders and subject matter experts to create and maintain training content, playbooks, best practices, and knowledge resources.
• Translate business processes, operational expertise, and organizational knowledge into scalable learning solutions.
• Serve as a trusted advisor to leaders across the Go-to-Market organization, aligning learning initiatives with evolving business priorities and growth objectives.

Measure Impact & Continuously Improve

• Establish metrics and success measures to evaluate learning effectiveness, employee readiness, and business outcomes.
• Monitor participation, completion, adoption, and performance trends to identify opportunities for improvement.
• Use data, feedback, and organizational needs to continuously refine learning programs and development strategies.

Other Responsibilities:

• Support organizational change initiatives by developing training, communications, and adoption strategies that help employees effectively navigate process, technology, and business changes.
• Maintain and enhance knowledge management resources, including training materials, playbooks, process documentation, and best practice guides.
• Perform other duties as assigned.

Education:

• Bachelor's degree in Education, Business, Human Resources, Organizational Development, Communications, or a related field, or equivalent combination of education and experience.
• Advanced degree and/or professional certifications in Learning & Development, Instructional Design, Talent Development, Sales Enablement, or related disciplines preferred.

Experience and Training:

• 5+ years of progressive experience in Learning & Development, Sales Enablement, Revenue Enablement, Organizational Development, or a related field.
• Demonstrated experience designing, implementing, and managing onboarding programs, training curricula, certification programs, and continuous learning initiatives.
• Experience supporting Go-to-Market functions strongly preferred.
• Proven success building, formalizing, and scaling learning and development programs within a growing organization.
• Experience partnering with business leaders and subject matter experts to develop and deliver impactful learning solutions.
• Experience supporting distributed and/or global teams preferred.
• Professional certifications related to Learning & Development, Talent Development, Instructional Design, Change Management, or Sales Enablement are a plus.

Technical Knowledge:

• Knowledge of adult learning principles, instructional design methodologies, and curriculum development best practices.
• Experience utilizing learning management systems (LMS) and digital learning platforms.
• Familiarity with CRM, sales enablement, revenue operations, and learning technologies, including Salesforce, Showpad, LMS platforms or similar platforms.
• Ability to develop and measure training effectiveness using analytics, reporting, and performance metrics.
• Proficiency in Microsoft Office Suite and other business productivity tools.
• Strong understanding of knowledge management, content development, and learning delivery methods across multiple formats and learning styles.

Critical Thinking (select and place an ‘x’ in the appropriate row)

_____ Basic level of problem-solving ability. Follows policies and procedures where facts are readily available.

_____Moderate level of problem-solving ability. Gathers and interprets data to solve routine problems that require verification. Some independent judgment required.

_____ Independent level of problem-solving ability. Resolves semi-complex problems that require independent judgment.

__X___ High level of problem-solving ability. Integrates and interprets data from diverse sources to find solutions to very complex problems.

Supervision of Others (select and place an ‘x’ in the appropriate row)

__X___ No supervisory responsibility

_____ No – supervisory leader (e.g. team leader, coordinator or mentor)

_____ Supervisory – two or more fulltime direct reports or equivalent