Senior Manager​/Associate Director, Learning and Development; Sales & Leadership Enablement

Position: Senior Manager/Associate Director, Learning and Development (Sales & Leadership Enablement)
Location: New York

About the Role:

This is a hands-on enablement role focused on execution, not theory.

You will take unstructured inputs from across the business and turn them into usable programs, content, and training that drive adoption and performance. Inputs will not always be structured. You are expected to bring clarity, move quickly, and deliver outcomes.

This role sits within Pub Matic University (Learning & Development) and supports enablement across global go-to-market teams. You will partner with Sales, PMM, HR, and cross-functional leaders to build and run enablement that scales across both sales effectiveness and leadership development.

A core focus of this role is enabling managers to act as force multipliers for learning. Managers should be equipped to identify gaps, access the right tools and resources, coach their teams effectively, and drive adoption of enablement programs that impact both revenue performance and professional development.

This role requires a balance of stakeholder leadership and hands-on execution. You are expected to personally build and deliver enablement assets and programs, not just oversee them.

What You’ll DoOwn and execute enablement programs

Personally create and deliver enablement content (training modules, decks, playbooks), not just manage or delegate program work

Take ownership of key programs such as Pitch Practice, onboarding, and manager enablement initiatives

Manage timelines, deliverables, and iteration cycles

Run programs end-to-end, including personally building core content and materials required for delivery

Translate inputs into usable enablement

Partner with Sales, PMM, HR, and business leaders to gather inputs

Convert inputs into:

Training modules (Seismic, Synthesia)
Sales content (playbooks, decks, guides)
Manager enablement materials and facilitator guides

Move work forward even when inputs are incomplete

Challenge unclear or low-quality inputs and shape them into usable outputs

Build and deliver sales & manager enablement programs

Develop product and sales training in partnership with PMMDesign programs that equip managers to identify performance gaps and coach their teams using available tools, resources, and data Build manager-focused assets such as coaching guides, reinforcement plans, and team-based learning activities

Enable managers to drive adoption of enablement programs within their teams, not rely on centralized training alone

Design and deliver leadership development programs for managers using frameworks such as:

SBI (Situation–Behavior–Impact)
ACE (Action–Coaching–Effect)
Or similar coaching and feedback models

Contribute to programs such as the Hunter framework

Reuse and adapt existing content instead of starting from scratch

Standardize and scale programs

Design programs that can be replicated across regions and teams

Build repeatable playbooks, templates, and frameworks to reduce one-off work Convert live training into scalable formats (on-demand, LMS, AI-driven content)
Partner with global stakeholders to adapt and scale programs for regional needs, including building from scratch when needed

Partner across the business

Work with multiple parts of the organization including but not limited to, Sales & Support, PMM, and HRParticipate in stakeholder conversations early on, with opportunity to lead over time Align outputs to business needs and priorities

What Success Looks Like (First 90 Days)
Execution:

Own and run at least one program end-to-end with defined deliverables

Personally build and deliver at least one core enablement asset (training, playbook, or module) used by the business

Deliver 1–2 training modules (LMS or Synthesia)
Improve Pitch Practice structure and begin building a content repository

Create onboarding standardization assets (RACI,…