Sales Training Program Manager

Arthur J. Gallagher · Charlotte

About Us

Flow Control Group (FCG) is a leading provider of fluid handling, process, and industrial automation solutions across North America. We are a 100% employee-owned organization made up of over 3,000 team members and 115+ entrepreneurial brands, each empowered to think big, move fast, and bring innovative ideas to life.

At FCG, we believe in the power of partnership and entrepreneurship. We work collaboratively across our brands to drive growth, unlock new opportunities, and deliver real impact for our customers, combining local expertise with national strength.

Visit our Website: flowcontrolgroup.com

Responsibilities & Qualifications

The Sales Training Program Manager owns the strategy, design, and delivery of the Sales Academy and the sales development programs that directly improve the productivity and performance of Flow Control Group's sales force. This role is accountable for shortening new rep ramp time, improving early quota attainment, building visible sales career pathways, and creating an internal sales development capability that reduces dependence on external training vendors. Content design and eLearning build is executed in partnership with the Instructional Designer & Curriculum Developer; this role owns program strategy, facilitation, reinforcement, and outcomes.

Position Overview

The strategic premise is simple: build an internal sales training capability that produces proprietary content grounded in our products, our customers, and our sales culture, and measure its impact in readiness, quota attainment, and internal progression, not course completions alone.

IMPACT Selling remains FCG's common sales language. In the near term, this role reinforces and sustains it through manager follow-up and AI coaching tools. Over time, it internalizes delivery so core sales training is owned by FCG rather than a vendor.

The right candidate has been in the room, ideally has sold technical products in an industrial B2B environment, and brings both the credibility to be taken seriously by experienced sales professionals and the instructional design sensibility to build programs that create durable behavior change. This is not a training coordinator role. It is a program ownership role with a direct line to revenue.

Key Responsibilities

Sales Academy & Program Strategy

Own the full sales training lifecycle: new hire Sales Academy onboarding, rep ramp curriculum, product and application knowledge certifications, and ongoing development tracks for inside sales, outside sales, sales engineers, and account managers
Design the rep learning journey from Day 1 through the first 90 days and beyond, with structured milestones, manager reinforcement checkpoints, and competency assessments tied to quota readiness
Build a curriculum that reflects the complete technical B2B sales cycle: prospecting, discovery, application-based and value-based selling, quoting and margin management, objection handling, negotiation, and account retention and expansion
Build cross-brand selling and service selling content so reps can position the full FCG portfolio and service offerings, not only their home brand
Implement sales learning pathways in FCG University in partnership with the Manager, Learning & Development

Sales Career Pathways & Pipeline

Define the sales career pathway from intern and early career entry to inside sales, outside sales, senior account roles, and sales leadership, with clear readiness criteria at each step
Partner with Talent Acquisition on strong sales candidate profiles and on pre-start readiness so new hires arrive prepared for Day 1
Identify high-performing sellers ready for larger territories or leadership and provide readiness evidence into Talent Ascension and succession reviews
Partner with the Service Technician Academy Program Manager where technicians sell service or refer opportunities, so technical and commercial content are coordinated

Reinforcement, IMPACT & Sales Manager Enablement

Create and run the reinforcement plan for IMPACT Selling, including AI coaching app adoption, manager follow-up, and practical application after training
Support the launch and adoption of the Sales Manager Operating Manual as the standard for sales coaching, pipeline reviews, performance management, and team execution
Support the Sales Leadership Accelerator, owning sales-specific leadership content in partnership with the Leadership Academy Program Manager, who owns the leadership core for all managers
Design and facilitate manager enablement sessions that equip frontline sales managers to reinforce training through field coaching, deal reviews, and developmental feedback

Training Delivery & Facilitation

Oversee facilitation of and/or directly facilitate live and virtual instructor-led training for new hire cohorts, regional team sessions, and targeted skill-building programs
Oversee and track completion of product knowledge training in partnership with supplier representatives, manufacturer contacts, and internal product management
Model the selling skills and behaviors expected of the sales force, not just teach them in theory

Sales Enablement Content Direction

Define content requirements for sales playbooks, product battle cards, call frameworks, objection-handling guides, and competitive positioning tools, partnering with the Instructional Designer & Curriculum Developer for production
Capture the practices of top-performing sellers and turn them into role plays, recorded call examples, and deal simulations grounded in real FCG customer situations
Ensure all content reflects current go-to-market strategy, product priorities, and pricing dynamics in coordination with sales leadership and marketing

Program Measurement & Business Impact

Define, track, and report sales training measures: participation, completion, reinforcement and AI coaching usage, manager adoption, new rep ramp time, 90-day and 6-month quota attainment, and internal progression and retention of program participants
Use CRM data, sales performance analytics, and field observation to identify skill gaps by role, region, brand, or product line, and adjust curriculum priorities accordingly
Report outcomes quarterly to sales leadership and the VP, Workforce Development, feeding the quarterly workforce intelligence reviews
Build an ongoing case for the ROI of internal training versus external training providers, documenting performance improvements attributable to program design decisions

Stakeholder Partnership

Act as a trusted partner to Regional Sales Managers, Branch and Brand Leaders, Technology and Operating Group Leaders, and the VP of Commercial Sales, translating their talent gaps into training priorities
Manage remaining external training vendor relationships with a clear internalization plan and timeline

Qualifications

Required

5+ years in sales training, sales enablement, or a quota-carrying B2B sales role; industrial, technical, or field sales experience strongly preferred
Demonstrated experience building or substantially improving a structured sales onboarding or development program with measurable outcome tracking
Strong facilitation skills: credible, energetic, and engaging with both new hire cohorts and seasoned sales professionals
Working knowledge of CRM platforms (Salesforce preferred) and the ability to use sales performance data to drive training decisions
Direct knowledge of industrial B2B sales dynamics: the distributor value proposition, application-based product selling, supplier-managed relationships, complex capital expenditure deal frameworks, and margin management

Preferred

Personal sales experience in flow control, fluid power, process instrumentation, automation, MRO, or related technical product categories
Certification or deep familiarity with IMPACT Selling, Challenger, MEDDIC/MEDDPICC, or Sandler
Experience with sales enablement or AI coaching platforms (Highspot, Seismic, Showpad, or similar)
Experience building sales career pathways or early career sales programs
Background in a distributor or multi-brand business model, including supplier partner program management

Core Competencies

Sales fluency: Deeply understands the technical B2B sales environment: the customer, the cycle, the distributor value proposition, and what separates top performers from average ones
Facilitation excellence: Earns credibility and engagement from experienced sales professionals through relevance, energy, field vocabulary, and applied practice
Program ownership: Driven by outcomes, not activity; connects training investment to revenue impact and holds the program accountable to measurable results
Strategic partnership: Translates sales leadership priorities into training decisions and operates as a business partner with a commercial lens, not a support function
Reinforcement mindset: Knows that behavior change happens after the session; builds manager follow-up and practice into every program
Content judgment: Knows the difference between training that looks good in a launch meeting and training that changes what reps do on Monday morning

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Why Build a Career with Us?

Everyone’s an Owner of the Company Because every team member contributes to Flow Control Group’s success, employees share in that success through a broad-based ownership program available across our portfolio companies.

Competitive Benefits Enjoy a comprehensive benefits package that includes Medical, Dental, and Vision coverage, competitive 401(k) matching, paid time off, holidays, parental leave, wellness resources, and employee referral programs.

The Climb Financial Program Your financial wellbeing matters. Through Flow Control Group’s Climb Financial Program, employees have access to tools and resources designed to support both immediate needs and long-term goals. Programs may include emergency assistance funds, earned wage access, financial coaching, low-cost loan options, retirement planning resources, and opportunities to build long-term wealth through employee ownership.

Training & Development FCG University is available to all employees, offering access to more than 80,000 learning courses to help you build new skills and advance your career.

Career Growth Opportunities With a growing network of brands across North America, Flow Control Group provides opportunities for advancement, cross-functional experience, mentorship, and professional development in a supportive environment where your contributions make an impact.

Equal Opportunity Employer Flow Control Group is an Equal Opportunity Employer. We celebrate diversity and are committed to creating an inclusive environment for all employees. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, or any other legally protected status.