Blue Eskimo
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Head of Sales Training

£65K-£75K Basic Salary + Company Car
  • Ref: 3700
  • Permanent
  • Car allowance, Pension
  • North West

Are you an enthusiastic sales training professional with a passion for developing people and enhancing the capability of sales professionals? If so, this could be the role for you!This is a newly created role, to create and launch a sales training academy for a well-established commercial organisation. Youll partner with the Head of Learning and Sales Managers to identify learning needs and play a crucial role in shaping, creating and delivering effective and impactful sales enablement training.

This job aligns to the LPI’s Capability Map see how


  • Lead the implementation and design of the sales training academy, to build capability within the sales team and ensure employees have the skills required to achieve their goals
  • Partner with senior stakeholders within the business to understand learning requirements for the sales team
  • Take ownership of the design and delivery of high quality and engaging sales blended learning programmes
  • Provide training on the full sales cycle including prospecting, telesales, fact finding and administration of contracts and the use of the CRM
  • Facilitate engaging training workshops in person and virtually
  • Listen to sales calls and provide feedback and coaching to individuals
  • Collect feedback from learners to make improvements to future learning


  • Excellent communication skills with confidence and composure when delivering effective training workshops and liaising with senior stakeholders
  • Use initiative to suggest new ideas
  • Skilled in mentoring and coaching individuals
  • Professional with creative flair for learning design and delivery


  • Minimum 3 years experience as a Sales Trainer or Sales Training Manager role
  • Evidence of successfully delivering training for sales professionals
  • Experience of working with well-known or bespoke sales methodologies and frameworks e.g. SPIN, NEAT is an advantage
  • Previous successful experience in a sales position
  • Knowledgeable in
  • Familiar with performance management methods and previous experience with learning management systems


  • Educated to a degree level is desirable but not essential


  • Educated to a degree level is desirable but not essential
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  • LPI Capability Map Ambassador

The LPI Capability Map

It may help your application for this job if you submit your Capability Map Competency Profile, in addition to your CV.

What can the Capability Map do for you?

Find out how the LPI’s Capability Map can help you land exactly the right job.

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Design and develop solutions

Design and develop solutions
4 – Strategic

(Co-)Designing and developing learning experiences and solutions that include appropriate formal and informal learning solutions, resources and performance support, ensuring that business, performance and learner requirements are met.

Enable change
4 – Strategic

Engaging, empowering and accelerating individuals, groups and organisations to facilitate their optimal change journey in a sustainable way that positively affects performance. Building individual resilience and organisational agility during episodic and continuous change.

Manage projects
4 – Strategic

Initiating, planning, executing, controlling and closing the work of teams on L&D projects to achieve goals and meet success criteria.

Performance support
4 – Strategic

Ensuring resources are available for improving performance, tagging and placing them within the context of the workflow and need as an output of performance consulting, the information architecture and learning solution design.

Facilitate learning

Facilitate face-to-face learning
4 – Strategic

Facilitating face-to-face learning events, using engaging facilitation skills to actively involve people in learning, motivate them to adopt desired behaviours and meet agreed session outcomes.

Facilitate live virtual learning
4 – Strategic

Facilitating interactive virtual-learning events using varied and regular interactive opportunities to encourage participation with the overall aim of meeting the session objectives/outcomes.

Performance and impact

Evaluate impact
4 – Strategic

Defining, measuring and interpreting learning impact in relation to the organisation’s performance objectives or expectations using a range of quantitative and qualitative methodologies. Evaluation scope includes both impact and effectiveness of learning solutions allows the organisation to take a view on the value that the learning has added.

Performance consulting
4 – Strategic

Resolving workplace performance issues by partnering with customers/clients to provide a systematic analysis of performance gaps, recommending appropriate performance interventions and measuring ensuing business outcomes.

Strategy and operations

Develop L&D capability
4 – Strategic

Keeping L&D’s capabilities current and future-ready.

Manage L&D resources
4 – Strategic

Ensuring adequate capacity, availability and optimal utilisation of people, facilities and equipment to meet current and future organisational learning requirements and provide a seamless end-to-end customer experience.

Support learning

Support work teams
4 – Strategic

Working with line and project managers to help a work team perform by working, collaborating and learning effectively together.

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Your recruiter

Katie Beck

Katie Beck

Katie is our recruitment team leader, supporting and guiding the team to find exceptional L&D talent for brilliant L&D opportunities. She possesses six years’ experience in L&D recruitment – across all levels of roles and all types of organisations.

Talk to Katie Beck

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