Execute sales enablement strategies by turning sales strategy into actionable plans, producing content with marketing, managing timelines and communications, assessing enablement effectiveness, and supporting cross-functional initiatives to equip the sales force.
This position will be domiciled at a FedEx Freight location in Memphis, TN. You will be required to work at a FedEx Freight Location several times per week.
POSITION OVERVIEW:
Executes sales enablement strategies by translating business needs into actionable plans and supporting cross-functional initiatives. Works independently on moderately complex projects to ensure the sales force is equipped with the right tools, messaging, and digital content.
ESSENTIAL FUNCTIONS:
- Translate sales strategy into enablement plans and coordinate execution across teams.
- Partner with marketing and internal stakeholders to deliver relevant content and insights.
- Define and manage project timelines, deliverables, and communications.
- Provide regular updates to leadership and assess the effectiveness of enablement efforts.
- Comply with all applicable laws/regulations, as well as company policies/procedures.
- Perform other duties as assigned.
MINIMUM EDUCATION:
Bachelor’s degree in Business, Marketing, Communications, or related field.
MINIMUM EXPERIENCE:
Three (3) years in sales enablement, marketing, or project management.
Knowledge, Skills, and Abilities:
Intermediate project management and planning skills.
Strong interpersonal and presentation abilities.
Ability to manage multiple priorities and deadlines.
Advanced project management and strategic planning.
Strong analytical and problem-solving skills.
Proven ability to influence and collaborate across departments.
JOB CONDITIONS:
Some travel required
EST FedEx Freight, Inc
FedEx Freight is an Equal Opportunity Employer, including disabled and veterans. If you have a disability and you need assistance in order to apply for a position with FedEx Freight, please e-mail at [email protected]. FedEx Freight will not discharge or in any other manner discriminate against any employee or applicant for employment because such employee or applicant has inquired about, discussed, or disclosed the compensation of the employee or applicant or another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information.
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