Senior Manager, Field Readiness (remote)

We need to output HTML fragment with sections: About the role? Actually we have "About Axiom" and "Role Summary". The instructions: use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). Do NOT repeat the job title as a heading. We need to include sections only when posting has real specific content. We have content: About Axiom (company description). Role Summary (description). What You'll Do (responsibilities). What We're Looking For (requirements/qualifications). Preferred Experience (maybe part of qualifications). What Success Looks Like (maybe more description). Also Pay: salary range $180,000–$198,000 OTE. Benefits: mention benefits programs. Also maybe Schedule? Not mentioned. So we can include Pay and Benefits sections. We need to remove boilerplate: Reports to: VP, Sales Enablement (metadata) - fold into short p or drop. Probably include as a short p at top? The instruction: do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short

or drop it. So we can include a

for Reports to: VP, Sales Enablement. Also "Accommodation for Individuals with Disabilities" is boilerplate? It's EEO/equal-opportunity; we should remove. Also "Please note that final compensation is determined..." maybe part of Pay but it's generic; we can keep some but not boilerplate? It's somewhat generic but still part of compensation description. Might keep but it's not specific? It says final compensation determined by several considerations... That's generic; maybe we can drop as boilerplate. Keep the salary range line. Also "Axiom's total rewards philosophy is to be transparent..." that's benefits intro; we can keep benefits. We need to preserve all substantive information; do not invent or summarize away detail. We'll structure:

Reports to: VP, Sales Enablement

About Axiom

... (the paragraph about Axiom)

Role Summary

... (the role summary paragraph)

Responsibilities

• ... each bullet from "What You'll Do" sections (multiple sub-bullets). We need to break into list items. The "What You'll Do" includes several paragraphs with bullet-like sentences. We'll convert each sentence or clause into
• . Must preserve all detail. Let's extract the responsibilities: - Partner with the Field - Build strong partnerships with sales leaders, frontline managers, sellers, and cross-functional partners within assigned segments. - Develop a deep understanding of segment priorities, customer dynamics, seller workflows, performance expectations, and business challenges. - Maintain a regular presence with the field to understand what sellers and managers are experiencing in their day-to-day work. - Serve as a trusted enablement partner to sales leadership, bringing both a field perspective and an objective view of performance opportunities. - Diagnose Performance & Readiness Needs - Use field observation, performance data, call intelligence, manager input, seller feedback, and other available insights to identify execution gaps, risks, and opportunities. - Look beyond requests for "training" to diagnose the underlying behavior, skill, knowledge, process, messaging, or adoption issue. - Identify patterns across teams and translate field observations into clear, actionable enablement priorities. - Establish an ongoing field-insight cadence, bringing emerging themes and needs back to the broader Enablement organization. - Design & Build Enablement Solutions - Translate business and field needs into practical enablement interventions designed to improve seller behavior and performance. - Design end-to-end learning journeys that combine live learning, self-paced content, practice, reinforcement, manager involvement, and point-of-need performance support. - Develop bespoke programs and workshops to address the specific needs of assigned sales segments. - Tailor global enablement programs, messaging, tools, and resources to ensure they are relevant and applicable to individual segments and teams. - Build high-quality facilitator-led and digital learning experiences, including workshops, e-learning modules, job aids, playbooks, practice activities, and other performance-support resources. - Apply adult-learning and instructional-design principles to create practical learning experiences tied to specific seller behaviors and business outcomes. - Facilitate & Activate - Facilitate engaging, highly practical learning experiences for sellers and sales leaders. - Create opportunities for sellers to practice new skills and apply learning to real customer situations. - Partner with frontline managers to reinforce learning and drive sustained behavior change following formal enablement. - Support the activation of global programs within assigned segments, adapting delivery and reinforcement based on field needs. - Leverage Learning Technology - Build and maintain digital learning and courseware using tools such as Articulate 360, Storyline, Rise, or comparable authoring platforms. - Leverage learning management systems and enablement technologies to deploy, manage, track, and continuously improve learning experiences. - Help establish scalable approaches to digital learning, curriculum development, and learning journeys as Axiom continues to expand its enablement capabilities. - Collaborate Across the Business - Partner effectively across Sales, Marketing, Sales Operations, Product, and other functions to bring the right expertise and resources to field challenges. - Translate broader commercial initiatives into practical implications for sellers and managers. - Connect global programs with field realities, helping ensure enablement investments translate into execution. - Measure & Improve - Define intended behaviors and outcomes for enablement interventions. - Measure adoption, application, and impact using quantitative and qualitative data. - Gather feedback from sellers and leaders and use those insights to continuously improve programs. - Share field insights and program results with Enablement and sales leadership to inform future priorities. We'll put each as
• . Next section: Requirements / Qualifications. We have "What We're Looking For" list. We'll make a section maybe "Requirements" or "Qualifications". Use

  Requirements

  and list items. Extract: - 6+ years of progressive sales enablement experience, ideally including significant experience in a field-facing enablement, sales readiness, or performance-consulting role. - Demonstrated ability to diagnose performance and execution gaps and translate them into practical solutions. - Strong instructional-design and curriculum-development capability across instructor-led, virtual, workshop-based, blended, and self-paced learning. - Hands-on experience building digital learning and courseware using Articulate 360, Storyline, Rise, or comparable authoring tools. - Experience working with learning management systems and other learning or sales enablement technologies. - Excellent facilitation skills and demonstrated credibility working directly with sellers and sales leaders. - Strong business acumen and an ability to quickly understand the realities of a seller's day-to-day work. - Experience using qualitative and quantitative insights—including sales performance data, call intelligence, field observation, and stakeholder input—to inform enablement priorities. - Strong cross-functional collaboration and stakeholder-management skills. - Ability to operate effectively in ambiguity, prioritize competing needs, and move quickly from problem identification to action. - Resourceful, pragmatic, and comfortable building high-quality solutions without requiring extensive infrastructure or lengthy development cycles. - Excellent written and verbal communication skills. Preferred Experience could be part of Requirements or separate "Preferred Qualifications". We'll include as part of Requirements maybe separate section "Preferred Qualifications". But instruction: prefer few substantive sections over many thin ones. Could combine Preferred into Requirements with a note? Might be better to have a separate section "Preferred Qualifications". But that adds another section; still okay if substantive. We'll include. Preferred Experience items: - Previous quota-carrying sales experience is highly desirable. - Experience supporting complex, consultative, or intangible sales environments. - Experience supporting professional services or other services-based sales organizations is particularly valuable. - Experience partnering directly with frontline sales managers to drive coaching, reinforcement, and behavior change. - Experience building or evolving enablement capabilities, systems, or processes in a growing organization. We'll put under

  Preferred Qualifications

  . Next: What Success Looks Like - could be part of Responsibilities or a separate section "Success Profile". Might be considered substantive; we can include as

  Success Profile

  with paragraph. Extract: Success in this role means having a deep understanding of the field—not simply responding to requests for training. You will know where execution is breaking down, understand why it is happening, and be able to recommend the right intervention. You will be equally comfortable analyzing the business, listening to customer calls, partnering with sales leaders, designing a learning journey, building the content, facilitating a workshop, and assessing whether behavior changed as a result. Ultimately, you will help create a continuous connection between what our sellers need, what the business needs, and how Enablement helps close the gap. We'll put as paragraph(s). Pay section: salary range $180,000–$198,000 OTE. We'll make

  Pay

  with

  The salary range for this Senior Manager-level U.S.-based remote role is $180,000–$198,000 OTE.

  Benefits: mention benefits programs: healthcare, life and disability coverage, 401(k) with company match, paid sick and personal time off, paid parental leave, and more. We'll make

  Benefits

  with

  You can also participate in our benefits programs, which include healthcare, life and disability coverage, a 401(k) with company match, paid sick and personal time off, paid parental leave, and more.

  We should not include Schedule as not mentioned. We need to output only HTML fragment, no markdown fences. Let's craft. Be careful to escape any HTML special characters? Not needed. We'll produce:

  Reports to: VP, Sales Enablement

  About Axiom

  Axiom, a leading global marketplace for on-demand legal talent, is leading a revolution in the legal industry. The Axiom model disrupts the traditional allocation of work to law firms and in-house teams. By matching highly credentialed lawyers and legal talent with legal work across industries and practice areas, Axiom enables clients to become more agile and efficient and empowers lawyers and legal talent to pursue more of the work they love. Axiom serves over half the Fortune 100 with market leading NPS ratings from both its clients and employees.

  Role Summary

  Improving seller execution and accelerating readiness across designated segments of the business. Embedded closely with the field, this person will develop a deep understanding of business priorities, performance trends, customer dynamics, and the day-to-day realities of our sellers. They will identify where execution is breaking down, uncover emerging risks and opportunities, and translate those insights into practical, targeted enablement solutions. This role serves as both an extension of Enablement into the field and the voice of the field back into Enablement—ensuring our programs, tools, messaging, and learning experiences are relevant, actionable, and connected to the needs of the business. This is a hands-on role. The Senior Manager, Field Readiness will diagnose needs, architect solutions, build content and learning experiences, facilitate programs, and measure whether those interventions are changing behavior and improving execution.

  Responsibilities

  • Partner with the Field: Build strong partnerships with sales leaders, frontline managers, sellers, and cross-functional partners within assigned segments.
  • Partner with the Field: Develop a deep understanding of segment priorities, customer dynamics, seller workflows, performance expectations, and business challenges.
  • Partner with the Field: Maintain a regular presence with the field to understand what sellers and managers are experiencing in their day-to-day work.
  • Partner with the Field: Serve as a trusted enablement partner to sales leadership, bringing both a field perspective and an objective view of performance opportunities.
  • Diagnose Performance & Readiness Needs: Use