Senior Manager/Associate Director, Learning and Development (Sales & Leadership Enablement)

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 PubMatic 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 Do

Own 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 PMM
• Design 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 HR
• Participate 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, playbooks)
• Contribute content to the Hunter sales program

Manager Enablement

• Launch and operationalize at least one manager enablement initiative that equips frontline managers to coach their teams, reinforce key behaviors, and drive adoption of enablement programs.

Scaling

• Convert at least one live or manual program into a repeatable format
• Create reusable templates or playbooks to reduce one-off work
• Support rollout of at least one program across multiple regions or functions
• Drive measurable adoption or usage of at least one enablement program

Who You Are:

• 7+ years of experience in sales enablement, learning & development, or related roles
• Demonstrated track record of personally building enablement content and training, not just leading or overseeing programs
• Experience supporting sales teams and enabling frontline managers to coach and develop their teams
• Familiarity with coaching and feedback frameworks (SBI, ACE, or similar)
• Comfortable working with ambiguous inputs and limited direction
• Strong bias toward execution and speed over perfection
• Willing to take ownership outside of defined scope and solve problems without being asked
• Able to operate with senior stakeholders while remaining hands-on
• Open to using and applying AI tools in day-to-day workflows

Skills and Experience

Required:

• Sales enablement experience (familiarity with Challenger, MEDDPICC, or similar)
• Experience building leadership development or manager training programs
• Experience creating training content and managing programs end-to-end
• Familiarity with LMS platforms and content development
• Strong project management skills and ability to manage multiple priorities
• Clear communication and ability to work across teams
• Comfortable working across systems such as LMS platforms, CRM (Salesforce), and enablement tools (Seismic)

Preferred:

• Experience with Seismic, Salesforce, Synthesia, Notion, and Microsoft Office Suite
• Exposure to onboarding or leadership development programs
• Experience working in fast-paced or scaling organizations

What This Role Is Not

• Not a strategy-only role
• Not a people-manager-only role focused on oversight and delegation
• Not limited to one function or vertical
• Not dependent on perfect inputs or detailed direction

You are expected to take ownership, build, and deliver outcomes.

Additional Information

Return to Office: PubMatic employees throughout the globe have returned to our offices via a hybrid work schedule (3 days “in office” and 2 days “working remotely”) that is intended to maximize collaboration, innovation, and productivity among teams and across functions.

Benefits: Our benefits package includes the best of what leading organizations provide such as, paid leave programs, paid holidays, healthcare, dental and vision insurance, disability and life insurance, commuter benefits, physical and financial wellness programs, unlimited DTO in the US (that we actually require you to use!), reimbursement for mobile and fully stocked pantries plus in-office catered lunches 5 days per week.

Diversity and Inclusion: PubMatic is proud to be an equal opportunity employer; we don’t just value diversity, we promote and celebrate it. We do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status

About PubMatic

PubMatic is one of the world’s leading scaled digital advertising platforms, offering more transparent advertising solutions to publishers, media buyers, commerce companies and data owners, allowing them to harness the power and potential of the open internet to drive better business outcomes.

Founded in 2006 with the vision that data-driven decisioning would be the future of digital advertising, we enable content creators to run a more profitable advertising business, which in turn allows them to invest back into the multi-screen and multi-format content that consumers demand.

#LI-HYBRID