Sales Capability & Learning Manager

Culligan Quench’s purpose is to impact people’s lives and improve the earth by helping to eliminate the 500 million plastic bottles consumed each year. We play a front-line role in the battle against single-use plastic water bottles by delivering on-demand filtered water solutions to more than 120,000 healthy and environmentally conscious customers across North America. Our bottle-free water coolers, ice machines, sparkling water dispensers and coffee brewers purify the existing water supply, providing an endless supply of clean water and water-based beverages for a fixed monthly fee, typically under a long term bundled service and rental subscription agreement.  Culligan Quench has grown from a small regional company to an international leader that had a successful NYSE public offering in 2016 and is now a strategic company owned by private equity backed Culligan.  Headquartered in King of Prussia, PA, Quench has more than 1,600 team members operating out of more than 90 locations across North America and Puerto Rico. For more information visit https://quench.culligan.com/

There’s nothing more fundamental to life on Earth than water.  At Culligan, we believe transforming water can transform the world. That's why we offer expert water services and industry-leading solutions globally. Local Culligan teams deliver better drinking water to people at work, at home and on the go. With expertise across service, science and sustainability, Culligan turns water you can live with into water you can love.  For more information visit www.culligan.com. 

Continued Education & Capability Strategy 

• Build and manage a proactive continued education curriculum aligned to business priorities, sales process needs, product knowledge, and identified capability gaps. 
• Develop quarterly learning plans that define target audiences, objectives, delivery methods, reinforcement activities, and intended outcomes. 
• Create a structured post-onboarding learning journey that supports ramping and non-tenured representatives as they transition into independent selling. 
• Partner with leaders and trainers to ensure learning priorities complement new hire onboarding and reinforcement efforts. 

Sales Coaching & Reinforcement 

• Design and coordinate sales coaching, reinforcement, and skill-building programs that help representatives move from foundational knowledge to confident execution. 
• Use manager feedback, observed challenges, skill assessments, and recurring performance themes to target development needs. 
• Provide frameworks, tools, and learning resources that support consistent coaching and practical application after formal training ends. 
• Support targeted development for individuals or groups when business needs indicate a common skill gap. 

Learning Analytics & Measurement 

• Define success measures before programs launch and evaluate whether learning activities produced the intended behavior or performance change. 
• Monitor participation, completion, skill-assessment progress, and learning adoption to identify trends and areas requiring additional support. 
• Create clear feedback loops among training delivery, manager input, rep performance needs, and future learning priorities. 
• Communicate learning impact, program progress, recurring capability gaps, and recommended actions to stakeholders. 

Learning Technology & Content Management 

• Own day-to-day learning management system administration and support technology-enabled learning experiences. 
• Organize, maintain, and improve learning content so materials remain current, accessible, and aligned to established processes. 
• Develop or coordinate instructor-led, virtual, self-paced, and reinforcement resources based on program needs. 
• Use learning technology to improve consistency, scalability, participation tracking, and post-training reinforcement. 

Training Intake & Cross-Functional Partnership 

• Manage training requests through a consistent intake, assessment, prioritization, and planning process. 
• Consult with stakeholders to clarify the business need, target audience, desired outcome, urgency, and appropriate learning solution. 
• Balance immediate requests with the broader enablement strategy and quarterly learning plan. 
• Coordinate with trainers and subject matter experts on content development, facilitation, rollout, and follow-up. 

Qualifications

Minimum of 3 years' experience in sales enablement, learning and development, sales training, instructional design, coaching, or a related field. 

Direct sales or sales selling experience is highly recommended, with practical understanding of the sales process and representative workflow.

Demonstrated ability to translate business needs and performance gaps into practical learning programs. 

Experience designing continued education, reinforcement, coaching, or capability-building programs for sales teams. 

Working knowledge of learning management systems, digital learning tools, and learning analytics. 

Strong program and project management skills, with the ability to manage multiple priorities and stakeholders. 

Ability to interpret qualitative and quantitative inputs and communicate clear, actionable recommendations. 

Strong written communication, facilitation, content development, and consulting skills. 

Collaborative approach with the ability to influence and partner across sales, operations, leadership, and subject matter experts.