CAPABILITY DEVELOPMENT & CULTURE SPECIALIST

Job Description

Role Purpose

The Sales Training, Engagement & Capability Development trainer partnering closely with Sales and Channel leader team to build critical capabilities, strengthen engagement, and shape a high-performance culture across the Sales organisation.

This role leads the design and orchestration of learning journeys, sales leadership development, engagement initiatives and culture-shaping interventions that support strategic priorities in a fast-evolving, customer-centric and performance-driven environment.

The role works across functions and levels to translate business needs into practical, scalable and impactful people development solutions, leveraging modern learning approaches beyond traditional classroom training.

You are someone who:

• Has a strong passion for developing people, leaders and teams, even if you did not start your career in training.
• Brings high energy, resilience, curiosity and a growth mindset, and thrives in dynamic environments.
• Is confident influencing stakeholders, facilitating conversations, and navigating ambiguity.
• Believes learning happens through experience, coaching, feedback and reflection, not only training rooms.
• Leads with integrity, authenticity and collaboration, and is comfortable working across diverse teams.
• Able to connect business outcomes with people capability, translating strategy into action.

Responsibilities

• Key Responsibilities

  1. Capability & Learning Strategy

  • Co-create and drive a Sales capability and engagement framework aligned to business strategy and future skill needs.
  • Identify critical capability gaps and translate them into integrated learning journeys (formal, informal, digital, on-the-job).
  • Ensure learning initiatives are relevant, practical, and performance-focused, not activity-driven.

  2. Sales Leadership & Culture Development

  • Partner with Sales Leadership in channel to embed desired sales leadership and personnel behaviours, mindset and ways of working aligned with company values.
  • Design and deliver leadership, high-potential and succession development initiatives for Sales leaders.
  • Lead engagement and culture-shaping initiatives that support change, resilience and accountability.

  3. Learning Design & Delivery (Modern Approaches)

  • Design and curate development solutions using blended methods such as:
  • Workshops & labs
  • Coaching and peer learning
  • Action learning projects
  • Digital / virtual learning experiences
  • Leverage internal leaders and subject matter experts as facilitators and coaches where appropriate.

  4. Stakeholder Partnership & Influence

  • Act as a trusted advisor to Sales leaders on people development, engagement and capability building.
  • Work closely with HR and external partners to source or customise solutions when needed.
  • Collaborate across functions to ensure consistency, scalability and relevance.

  5. Governance, Measurement & Resources

  • Own end-to-end planning, execution and governance of learning and engagement initiatives.
  • Manage training budget, resources and vendors with strong cost and impact awareness.
  • Track and communicate learning effectiveness using meaningful metrics (adoption, behaviour change, performance indicators).

  6. Team Leadership

  • Lead, coach and develop the Sales Academy / learning team.
  • Build internal capability, engagement and succession within the team.
  • Foster a culture of experimentation, continuous improvement and shared ownership.

Requirements

• What Will Help You Succeed (Merits & Experience)

  We welcome candidates from Sales, Marketing, Operations or other business functions who have strong people development exposure, even without a formal L&D title.

  You may bring:

  • 7+ years of working experience, with a strong track record in:
  • Leading teams
  • Developing people
  • Driving engagement or culture initiatives
  • Experience in sales, customer-facing or performance-driven environments is highly valued.
  • Exposure to learning design, facilitation, coaching, mentoring or leadership development (formal or informal).
  • Comfort facilitating group discussions, workshops, or leadership conversations.
  • Strong communication, storytelling and stakeholder management skills.
  • Ability to work with data, insights and reports to inform decisions and highlight impact.
  • High learning agility and openness to adopting new learning technologies and approaches.

  Technical skills:

  • Proficient in PowerPoint, Excel and Word for designing materials and reporting.
  • Comfortable working with digital tools and platforms to enable learning.

  Personal attributes:

  • Self-driven, adaptable and able to manage multiple priorities.
  • Creative yet pragmatic, with strong execution discipline.
  • Composed under pressure and effective in times of change.

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  Why This Role Is Different Today

  This role is not just about running training.
  It is about:

  • Shaping mindsets and behaviours
  • Building leadership depth
  • Creating meaningful learning experiences
  • Enabling sustainable performance