Revenue Enablement Program Manager

As a Revenue Enablement Program Manager at Amper, you'll be responsible for supporting the onboarding process for our Go-To-Market teams, which includes managing training materials, tracking enablement metrics, and coordinating live and self-paced learning sessions. You'll work closely with GTM leaders to ensure that new hires have the resources they need and continuously improve the onboarding experience through feedback and insights.

We’re looking for candidates with a minimum of 2 years of relevant experience in sales enablement, onboarding, or training coordination within a SaaS or technology environment. Strong organizational and communication skills are essential, as is the ability to manage multiple projects simultaneously. Familiarity with enablement tools and experience supporting GTM teams are significant advantages.

The role of Revenue Enablement Program Manager at Amper is hybrid, offering flexibility with some in-office time at our Corporate HQ in Chicago, Illinois. This means you can collaborate with your team in person while also enjoying the benefits of remote work, fostering a balanced and productive work environment.

At Amper, we provide numerous opportunities for growth and development. As a Revenue Enablement Program Manager, you'll have the chance to shape and lead learning initiatives, acquire new skills, and contribute to enhancing our onboarding processes. We also encourage employees to pursue further education and training, allowing for personal and professional development.

The annual base salary range for the Revenue Enablement Program Manager position at Amper is between $90,000 and $100,000. This can vary based on your city of residence, knowledge, skills, and experience. Additionally, our benefits package includes medical, dental, and vision insurance, 401(k), unlimited paid time off, and stock options.

To ensure a smooth onboarding experience, I focus on creating organized and structured onboarding plans that outline clear steps for new hires. I believe in open communication with new team members to address their questions and concerns promptly while also gathering feedback to continuously improve the onboarding process.

I've developed a variety of training materials, including presentations, guides, and interactive videos tailored to the needs of GTM teams. I always collaborate with subject matter experts to ensure the content is accurate and relevant, while also making it engaging to enhance knowledge retention.

I would implement data tracking tools to monitor participation rates and post-training assessments to evaluate knowledge retention. Gathering qualitative feedback from participants and managers is equally important for assessing the effectiveness of the training programs. This comprehensive approach helps identify both successes and areas needing improvement.

I acknowledge that everyone learns differently, so I strive to include a mix of training formats, such as live training sessions, self-paced materials, and hands-on exercises. I also encourage input from team members to understand their preferred learning styles and make adjustments accordingly to ensure everyone can excel.

One challenge I faced was high turnover among new hires, which impacted the onboarding process's effectiveness. To counter this, I initiated more thorough pre-onboarding communication to set clear expectations and created mentorship opportunities within the team, fostering a sense of belonging and support.

I prioritize tasks based on deadlines and the impact they have on team performance. Using project management tools helps me stay organized, while regular check-ins with stakeholders ensure alignment on priorities and timelines. This method keeps the focus on high-impact areas while managing day-to-day responsibilities.

When developing a curriculum, I consider the specific skills and knowledge needed for the role, the company's goals, and the feedback received from both current team members and previous new hires. I aim to create a well-rounded program that addresses practical skills and knowledge while aligning with long-term objectives.

I stay updated by actively participating in professional organizations, attending industry conferences, and networking with peers in similar roles. Additionally, I follow thought leaders and participate in relevant online communities to learn about new trends, tools, and strategies that can enhance our onboarding and training processes.

Feedback is vital in shaping effective onboarding and training programs. I actively seek it from both new hires and their managers to understand what works and what needs improvement. This continuous feedback loop informs my strategy and allows for quick adaptations to meet the team’s evolving needs.

Collaboration with various departments is essential as it ensures the training materials are comprehensive and accurately reflect the needs of the entire organization. By working with colleagues from Sales, Marketing, and Customer Success, I can create a holistic training experience that equips new hires with the skills necessary for success, fostering a culture of teamwork.