Manager, Enterprise Sales EnablementMarketing

We need to output HTML fragment with sections: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Only include sections that have real specific content. We must not repeat job title. Must not include Job ID etc. Must preserve all substantive info. Remove boilerplate. We need to parse the posting. Let's extract sections: - About This Role: description about hybrid, role purpose, etc. That's about the role. - What You'll Do: bullet list of responsibilities broken into subcategories: Enterprise Sales Enablement (40%), Enterprise Positioning & Narrative (25%), Content Operations & Governance (20%), Adoption, Measurement & Cross-Functional Partnership (15%), Scope Boundary. We can treat "What You'll Do" as Responsibilities. - What's in It for You? Benefits: list of benefits. - Who You Are: Minimum qualifications etc. That's Requirements/Qualifications/Skills. - Travel: 20-30% (client meetings...). That's maybe Schedule? Actually travel is not schedule. Schedule maybe not given. No explicit schedule/hours. So we may omit Schedule. - Pay: Compensation: USD 101,500.00 - 169,100.00 per year. Also mention base salary range, incentive program. So Pay section. - Benefits: we have list. - Requirements: Minimum Bachelor's degree etc. Also Preferred qualifications. - Skills: maybe we can extract skills from Who You Are: ability to translate complex capability, proven experience, owning content library, analytical skills, project management, presentation design, AI tools, adapt messaging, travel. We need to decide sections: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay. Possibly combine Requirements and Qualifications? The instruction says use headings for those categories if content exists. We can have separate sections for Requirements, Qualifications, Skills if we have distinct content. We have Minimum qualifications (education + years). Preferred qualifications (degree, MBA, automotive retail experience, etc). Skills (abilities). We could put all under Requirements? But better to separate: Requirements (minimum), Qualifications (preferred), Skills (specific abilities). Let's do that. Now we need to format using

for each section heading. Use

• for any list of duties/requirements/benefits. Use

  for prose. We must not include boilerplate like EEO etc. At end there is "Applicants must currently be authorized to work in the United States..." and "EOE, including disability/vets". That's boilerplate; remove. Also remove "Join the Cox family of businesses and make your mark today!" maybe considered boilerplate? It's a call to action; maybe keep? It's not substantive? It's a tagline; could be considered fluff. Safer to remove as it's not specific info about role? It's generic. I'd remove. Now compile content. About the role: paragraph(s) from "About This Role". Let's extract: "This position is Hybrid and will report into one of the office locations listed. The Manager, Enterprise Sales Enablement Marketing owns the marketing layer of the enterprise selling experience. This role builds the messaging, content, and enablement that help enterprise sellers and performance managers win and retain enterprise dealer groups across the Cox Automotive retail portfolio - and is accountable for whether that work actually gets used in live deals. This is a master storyteller role with an operator's discipline attached. The Manager translates complex, multi‑product capability into enterprise value propositions that hold up in front of a dealer group principal, a COO, and a CFO - positioning Retail360, Cox Automotive's omnichannel platform connecting Attract, Shop, Transact, and Own, as the operational leverage a multi‑rooftop group is buying, not a feature set. Enterprise groups do not buy products; they buy consolidation, integration, and P&L impact. The economic buyer who signs and the operational adopter who has to live with it are usually different people, and this role builds for both. The role sits between Sales, Product, and Marketing. It partners with Enterprise Sales to win business, with Product and Product Marketing to make sure enterprise needs are represented in positioning and roadmap, and with the field organization that distributes everything this function produces. Content the field can't find in 90 seconds does not exist, so content operations and adoption are part of the job, not an afterthought. AI fluency is a baseline expectation. This leader is expected to use AI tools to scale content variants across segments, personalize enterprise outreach at the account level, synthesize account intelligence ahead of high‑stakes meetings, and improve content tagging so sellers find the right asset - and to help enterprise clients understand the business value of AI‑powered capabilities in the retail portfolio." We'll put that in

  . Responsibilities: from "What You'll Do". We'll break into bullet list maybe grouping subpoints. We can create

  with each main bullet as
  • containing maybe sub-bullets? But we only need
    • for any list. Could nest? Probably okay to have
    • with internal
      . But to keep simple, we can have each responsibility as
      • with semicolons. Let's extract bullet points: - Enterprise Sales Enablement (40%): * Serve as the primary marketing partner to Enterprise Sales leadership and enterprise sellers, building the content that moves deals: pitch decks, solution briefs, ROI models, objection handling, and competitive battle cards * Partner with competitive intelligence to maintain competitive intelligence and battle cards for the enterprise segment, refreshed on a defined cadence rather than at launch only * Lead RFP response strategy and content development, positioning against the competitors who actually show up in enterprise evaluations * Provide real‑time support for high‑stakes pursuits, executive meetings, and strategic pitches * Build and maintain a reusable enterprise content library – templates, one‑pagers, and modular assets segmented by buyer role and deal stage * Own launch enablement for enterprise: what sellers need, when they need it, and how their behavior should change at launch – coordinated with Product Marketing so enterprise is represented in launch planning rather than briefed after it * Develop performance manager playbooks that map to real moments in the field week – QBRs, renewals, escalations, new product introductions * Use AI tools to accelerate content variants, RFP drafting, competitive research, and account‑level personalization at scale - Enterprise Positioning & Narrative (25%): * Translate dealer‑ and rooftop‑level product messaging into enterprise narratives built on group economics – gross per unit, fixed operations absorption, inventory turn, cost per acquisition – rather than scaled‑up single‑store stories * Build and maintain the Retail360 enterprise narrative and quarterly capability storyline for enterprise audiences across marketing, retail operations, fixed ops, finance, and IT * Develop messaging that works for both the economic buyer and the operational adopter, with shared proof points and different arguments * Create executive‑level presentations, strategic business cases, and ROI tools validated with Finance before they ship * Develop customer proof – case studies, references, and use cases with defensible outcomes, not testimonials * Serve as the enterprise advocate in product and product marketing discussions, making sure multi‑rooftop realities are reflected in positioning and roadmap decisions * Build thought leadership that supports the enterprise selling motion, grounded in market trends and dealer economics - Content Operations & Governance (20%): * Own the enterprise content lifecycle in Seismic and Axle: tagging taxonomy, findability, freshness, versioning, and retirement * Establish and enforce a publishing gate so new enterprise content meets standards for accuracy, ownership, and expiration date before it goes live * Audit the existing enterprise library and retire or consolidate content that isn't earning its place * Improve search and recommendation logic so sellers find assets by the situation they're in, not by guessing the file name * Maintain a documented intake path for field and sales requests, and a quarterly stop list – enablement functions accumulate obligations, and capacity goes to zero without one - Adoption, Measurement & Cross‑Functional Partnership (15%): * Own seller adoption as a behavior‑change problem, not a communication problem: define the behavior, the moment in the workflow, the friction to remove, and the manager reinforcement that makes it stick * Instrument before launch and report a quarterly scorecard on outcomes – content used in live enterprise deals, seller adoption depth, pursuit support cycle time, influence on pipeline and win rate – with honest attribution * Partner with Enterprise Sales leadership, the Sales Business Office, Performance Managers and field leadership, Product Marketing, Product, and Finance to secure input early and avoid duplicated or conflicting work * Bring field and seller feedback back into positioning, roadmap, and content priorities on a standing cadence - Scope Boundary: * Owns: Enterprise‑segment messaging and narrative, seller‑facing enterprise content, enterprise competitive battle cards, enterprise launch enablement, performance manager playbooks for enterprise accounts, enterprise content governance and lifecycle, enablement adoption measurement. * Influences: Product roadmap priorities, portfolio‑level positioning, pricing and packaging narrative, ABM account selection, sales training curriculum, brand and campaign integration. * Does not own: Product‑level positioning and launch ownership (Product Marketing), sales methodology and training delivery (Sales Enablement/Sales Business Office), demand generation campaigns (Campaigns), content platform administration (Marketing Operations), OEM and partner program marketing. We can include these as list items. Now Benefits: from "What's in It for You?" list: - A competitive salary and top‑notch bonus/incentive plans. - Exceptional work‑life balance, flexible time‑off policies and accommodating work schedules. - Comprehensive healthcare, with multiple options for individuals and families. - Generous 401(k) retirement plans with company match. - Professional development and continuing education opportunities. - Inclusive parental leave policies, plus comprehensive fertility coverage and adoption assistance. - Extra perks like pet insurance, employee discounts and much more. We'll put as
        • . Pay: from compensation section: "USD 101,500.00 - 169,100.00 per year Compensation Compensation includes a base salary in the range of $101,500.00 - $169,100.00. The base salary may vary within the anticipated base pay range based on factors such as the ultimate location of the position and the selected candidate's knowledge, skills, and abilities. Position may be eligible for additional compensation that may include an incentive program." We'll summarize: base salary range $101,500 - $169,100 per year, plus potential incentive program. We'll put in

          . Requirements: Minimum Bachelor's degree in related discipline and 6 years in B2B marketing, product marketing, sales enablement, or strategic consulting. The right candidate could also have a different combination, such as a master's degree and 4 years' experience; a PhD and 1 year of experience; or 10 years' experience in a related field. We'll put as

          maybe with bullet? It's prose. Qualifications (Preferred): list: - Degree in Marketing, Business, Communications, or related field. - MBA or advanced degree - Automotive retail experience, particularly with enterprise or multi‑rooftop dealer groups - Working understanding of dealership economics and how a group's P&L differs from a single rooftop's - Enterprise B2B marketing experience with Fortune 500 or large private enterprise clients - Experience presenting to C‑level executives and enterprise buying committees - Familiarity with the Cox Automotive portfolio (Autotrader, Dealer.com, VinSolutions, Dealertrack, Xtime, vAuto, KBB) - Experience standing up or materially rebuilding an enablement function We'll put as

          • . Skills: from Who You Are bullet points: - Demonstrated ability to translate