Sales Training Program Manager

Position Overview

The Sales Training Program Manager builds the commercial learning system that equips Outset’s sales organization to execute with confidence, consistency, and speed. Reporting to the Director of Sales Effectiveness, this role owns the strategy, architecture, content, governance, and measurement of sales training across onboarding, ongoing development, product launches, and commercial capability initiatives.

This is the builder role. You’ll translate business priorities, field needs, performance data, and subject-matter expertise into practical learning experiences, tools, and reinforcement plans. The Senior Sales Trainer is the primary field-facing delivery and coaching partner, bringing these programs to life through facilitation, ride-alongs, practice, and reinforcement. Sales Leadership remains accountable for individual performance, competency, and execution.

Build the Commercial Learning Strategy

Effective sales training begins with a clear view of the capabilities the business needs now and next.

• Lead quarterly learning-needs analysis using business priorities, performance data, field observations, learner feedback, and input from Sales Leadership.
• Build and maintain the commercial training roadmap, learning calendar, competency framework, and role-based development pathways.
• Define learning objectives, target behaviors, assessment methods, and reinforcement plans for each training initiative.
• Manage programs end to end, including scoping, stakeholder alignment, design, development, launch, assessment, iteration, and communication.

Design Content That Works in the Field

The goal is not simply to create training; it is to create learning that changes what happens in customer conversations.

• Design onboarding curricula, quarterly sales training, product-launch learning, and advanced capability programs for capital sales professionals.
• Create instructor-led, virtual, blended, and digital learning experiences grounded in adult learning principles and real-world application.
• Develop facilitator guides, participant materials, job aids, simulations, assessments, certification tools, and field-reinforcement resources.
• Translate complex clinical, technical, and commercial information into practical, learner-centered content in partnership with subject-matter experts.
• Create the standards, materials, and train-the-trainer framework used by the Senior Sales Trainer to prepare volunteer trainers from within the Sales organization.

Assess, Measure, and Improve

Field insight and evidence should continuously sharpen the learning system.

• Conduct targeted ride-alongs and structured field observations to evaluate learning transfer, validate training needs, and identify recurring capability themes.
• Use competency models, assessments, learner feedback, adoption measures, and relevant business indicators to evaluate program effectiveness.
• Gather voice-of-field and voice-of-customer insight from Area Sales Managers, Sales Leadership, Strategic Accounts, Clinical Excellence, and customers.
• Synthesize findings into clear recommendations for the Director of Sales Effectiveness and commercial leaders.
• Continuously improve curriculum, tools, and quarterly priorities based on evidence and evolving business needs.

Partner Across the Commercial Organization

Strong programs require coordinated input, disciplined governance, and a tight feedback loop with the field.

• Partner closely with the Senior Sales Trainer to convert coaching themes and field observations into improved curricula, reinforcement tools, and future learning priorities.
• Coordinate subject-matter experts, facilitators, vendors, technology, and logistics required to deliver high-quality learning experiences.
• Collaborate with Strategic Accounts, Clinical Excellence, Marketing, Product, and other partners so training reflects the full customer and commercial experience.
• Align with Sales Leadership on the distinction between learning needs and individual performance or accountability matters.
• Maintain content governance, version control, learning records, and program documentation across platforms and delivery channels.

Required Qualifications

• Bachelor’s degree or equivalent experience.
• Demonstrated experience owning sales training or enablement programs from needs analysis through design, launch, measurement, and continuous improvement.
• Experience supporting capital equipment sales, preferably in medical devices, hospitals, health systems, or similarly complex healthcare environments.
• Strong instructional-design capability and command of adult learning principles across instructor-led, virtual, blended, and digital formats.
• Proven program-management skills, including the ability to manage multiple priorities, stakeholders, dependencies, and delivery timelines.
• Experience developing competency models, assessments, certification approaches, and measures of learning effectiveness.
• Strong facilitation, communication, and cross-functional influence skills.

Preferred Qualifications

• Experience with learning-management systems and digital learning platforms.
• Experience in dialysis, kidney care, MedTech, or another complex capital-equipment market.
• Experience translating clinical, technical, or product information into commercial learning.

Compensation

• $129,000-175,000 base + 10% bonus