Senior Program Manager, Sales Enablement (PEO)
Sales Enablement
This role sits within the Product Enablement organization and partners closely with the VP of Sales for PEO/Benefits/Talent to drive seller readiness, accelerate ramp time, and ensure successful product adoption across revenue teams.
Responsibilities
- Partner directly with Sales leadership as a strategic enablement thought partner supporting PEO, Benefits, and Talent teams
- Develop deep expertise in Rippling’s PEO landscape, competitive differentiation, and product ecosystem
- Design and deliver training programs supporting product launches, messaging adoption, change management, and sales execution
- Build, maintain, and continuously improve onboarding curriculum for new hires
- Identify skill gaps across revenue teams and develop targeted enablement initiatives
- Drive change management and communication strategies for major launches and organizational priorities
- Collaborate cross-functionally with Product, Marketing, Sales, and RevOps teams to ensure alignment
- Improve seller productivity by reducing time-to-ramp and improving retention outcomes
- Create scalable enablement infrastructure that supports rapid company growth
Requirements
- 5+ years of experience in Sales, Sales Enablement, Product Marketing, or related GTM roles
- Strong program and project management skills with the ability to manage multiple priorities simultaneously
- Experience building structured training programs and enablement materials
- Demonstrated ability to work cross-functionally and influence stakeholders across organizations
- Highly organized with exceptional operational rigor
- Ability to proactively identify opportunities for improvement and drive change
- Comfortable operating in ambiguity within a fast-paced environment
- Experience working in or supporting a PEO, HR Tech, Payroll, Benefits, or Insurance go-to-market organization
- Background supporting multiple seller personas
- Experience supporting technical or complex product portfolios
- Strong analytical mindset with experience measuring enablement impact through data
- Experience partnering directly with executive-level sales leadership
Qualifications
- Experience working in or supporting a PEO, HR Tech, Payroll, Benefits, or Insurance go-to-market organization
- Background supporting multiple seller personas
- Experience supporting technical or complex product portfolios
- Strong analytical mindset with experience measuring enablement impact through data
- Experience partnering directly with executive-level sales leadership
Benefits
- Competitive salary + benefits + equity
- Salary range: 108,000 - 180,000 USD per year (US Tier 1)
- 97,200 - 162,000 USD per year (US Tier 2)
- 91,800 - 153,000 USD per year (US Tier 3)
Pay
- Competitive salary + benefits + equity
- Salary range: 108,000 - 180,000 USD per year (US Tier 1)
- 97,200 - 162,000 USD per year (US Tier 2)
- 91,800 - 153,000 USD per year (US Tier 3)
Schedule
- Flexible schedule
Company Information
Rippling gives businesses one place to run HR, IT, and Finance. It brings together all of the workforce systems that are normally scattered across a company, like payroll, expenses, benefits, and computers. For the first time ever, you can manage and automate every part of the employee lifecycle in a single system.
We prioritize candidate safety. Please be aware that all official communication will only be sent from @Ripping.com addresses.
Rippling is an equal opportunity employer. We are committed to building a diverse and inclusive workforce and do not discriminate based on race, religion, color, national origin, ancestry, physical disability, mental disability, medical condition, genetic information, marital status, sex, gender, gender identity, gender expression, age, sexual orientation, veteran or military status, or any other legally protected characteristics.
Rippling highly values having employees working in-office to foster a collaborative work environment and company culture. For office-based employees (employees who live within a defined radius of a Rippling office), Rippling considers working in the office, at least three days a week under current policy, to be an essential function of the employee's role.