Revenue Enablement Manager

JustPark; Dallas (TX); Remote; USD 110,000 - 150,000; Full time

Job summary

JustPark is seeking the first dedicated enablement lead for its US commercial organization. This remote role owns onboarding for all US commercial roles, builds ramp plans, and coordinates with team leads to replace ad-hoc training with a deliberate, scalable program.

You will design continuous training and product education across the merged JustPark/ParkHub platform, partner with Marketing to turn collateral into field-ready enablement, and build a reusable coaching framework for managers.

Responsibilities

• Onboarding: Own onboarding end to end for every US commercial role, building ramp plans with team leads.
• Continuous training and product education: Build ongoing training calendar across discovery, objection handling, negotiation, multi-threading, renewal and expansion; own product education across JustPark and ParkHub.
• Coach the coaches, and measure it: Build a coaching system for managers, curate Gong call library into teaching material, define enablement metrics in Salesforce and Gong.

Skills

Growth mindset

Team player

Job description

About JustPark

JustPark is the premier partner offering both B2B solutions for destinations and B2C services for drivers. From venues and councils to private driveways, our platform makes it simple for drivers to find, book, and pay for parking-while empowering our operating partners to deliver exceptional parking experiences.

We are two trailblazing companies become one. ParkHub revolutionized event parking in the US, optimizing venue operations for a smoother, stress-free experience. JustPark transformed parking in the UK, turning the hunt for a spot into a simple, seamless task. Together we offer a full-service, frictionless parking solution for both businesses and consumers.

About the role

This is the first dedicated enablement seat in our US commercial organization. Today onboarding happens role by role, run by whoever has capacity, and training is largely whatever a manager makes time for. You are here to replace that with something deliberate.

You will own onboarding for every commercial role in the US - BDRs, Account Executives, Account Managers and Associate Account Managers, and our North American Marketing team - working hand in hand with each team lead rather than around them. You will build the continuous training that keeps those teams sharp after week four, and the product education that keeps them credible across a product set spanning event-day venue operations and everyday parking. Marketing is in scope too, though it looks different there: product and competitive education, and closing the gap between what we publish and what reps actually say in the room.

On coaching, the line is deliberate. Managers coach their own reps - we are not creating a second reporting line into that. Your job is to build the coaching system managers use: frameworks, call review standards, the certification bar, scorecards. Then you coach the managers on how to use it. When you work with a rep directly, it is through certification or a specific gap a manager asked you to close, not a standing one-to-one.

You report to the VP of Revenue Operations and will not carry a team. You will carry a mandate wider than one person lands at once, so your first conversation with your VP is about sequence: what gets built first and what waits. This role is remote within the US, with regular travel to our Dallas-Fort Worth hub - onboarding cohorts and manager coaching land better in the room.

Position Responsibilities:

Onboarding

• Own onboarding end to end for every US commercial role, building each role's ramp plan with its team lead: what a new hire learns in week one, what they do unsupervised by week four, and what they must demonstrate to be signed off
• Run cohorts in person in Dallas wherever the hiring calendar allows, and make the remote version genuinely work when it does not
• Set and hold the certification bar - pitch, product and role-specific - so "ramped" means something consistent rather than a manager's gut feel
• Improve the program every cohort based on what actually happened to those hires at 30, 60 and 90 days

Continuous training and product education

• Build the ongoing training calendar that keeps tenured reps sharp: discovery, objection handling, negotiation, multi-threading, renewal and expansion
• Own product education across the full JustPark and ParkHub product set as the merged platform evolves, and run release enablement so changes reach the field as working knowledge rather than a Slack post
• Work with Marketing to turn positioning and collateral into training reps can use, and adapt what exists where it does not yet land
• Build the self-serve library - call recordings, frameworks, one-pagers, certification material - and keep it current enough that people trust it

Coach the coaches, and measure it

• Build the coaching system managers use - call review standards, scorecards, frameworks and the cadence that holds them - then coach the managers on running it
• Curate the Gong call library into teaching material: the calls that show what good sounds like, by role and scenario
• Define and report the enablement metrics in Salesforce and Gong - time to full productivity, certification completion and pass rates, attainment and win rate. There is no enablement platform today, so you will make the tools we have do the job.
• Bring the VP a point of view on where the commercial team's capability gaps actually are, backed by what you see in calls and in the data

Who thrives here

We hire for four things across the commercial team. In this role you model them and build them into everyone else.

• Growth mindset. You treat your own program as a draft. When a cohort ramps slowly you change the onboarding rather than conclude the hires were weak.
• Team player. You build with the team leads, not at them - earning the right to change how a manager onboards by