Manager Development Lead at Asana

The Global Field Readiness team at Asana is building the foundation for how our revenue organization learns, grows, and performs. We are looking for a strategic, detail-oriented leader to own the end-to-end strategy for how frontline sales managers develop their leadership capabilities and how individual contributors chart clear, motivating career paths within Asana's sales organization. This is a high-impact, senior individual contributor role—you won't manage a team, but you will influence hundreds of people across the globe. You'll partner closely with Sales Leadership, HR Business Partners, and Learning & Development to design and deliver programs that are grounded in data, loved by participants, and measurably tied to business outcomes.

This role is based in our Chicago office with an office-centric hybrid schedule. The standard in-office days are Monday, Tuesday, and Thursday. Most Asanas have the option to work from home on Wednesdays. Working from home on Fridays depends on the type of work you do and the teams with which you partner. If you're interviewing for this role, your recruiter will share more about the in-office requirements.

What you’ll achieve

• Program Ownership: Design and own Asana's global sales manager development program—from new manager onboarding through ongoing leadership coaching and cohort-based learning.

• Career Architecture: Build and maintain a clear, transparent career framework for all sales roles, including leveling rubrics, competency models, and progression criteria.

• Strategic Collaboration: Partner with Sales Leadership to identify skill gaps, prioritize development needs, and build scalable solutions that work across regions and time zones.

• Content Innovation: Create and curate content—workshops, e-learning modules, manager guides, and 1:1 toolkits—that drive real behavior change rather than just knowledge transfer.

• Measurement Strategy: Define leading and lagging indicators for every program you own (from participant satisfaction and skill assessment scores to downstream metrics like promotion rates, manager effectiveness survey results, and rep ramp time).

• Feedback Loops: Build lightweight feedback mechanisms (pulse surveys, cohort check-ins, stakeholder interviews) and partner with People Analytics and Sales Operations to co