Senior Director, Enterprise Enablement - 11709
This is the employer's own posting, not a copy on a job board.
What we know
Is it still open?
Confirmed still open
Last checked 2d ago — checked against the employer's own applicant tracking system, which is the company answering directly.
We re-read the employer's own applicant tracking system and the posting was still there. That is the company answering directly.
How old is it?
Posted 83d ago
The date the source published, not the day we noticed it (2026-07-20). Last seen at its source 3h ago.
We have tracked this listing since 8 Oct 2026 (2 days). The employer's own board has carried it every time we have read it, most recently 3 hours ago.
Is it remote?
Marked remote on the employer's board
Their board carries a remote setting on this posting — a field they filled in, not wording we read. The location field names somewhere specific, which is usually where the team or the entity sits.
Who may apply?
United States
The description states no restriction of its own. This is the source's own tag.
Skills named in the ad
Recognised terms only, from a fixed vocabulary — this is what CV matching compares against.
Carried by 1 source
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Lever employer's own board first seen 2d ago · last seen 3h ago
The listing
The Impact of a Senior Director, Enterprise Enablement at Coupa:
We are seeking a strategic, people-first leader to step into the role of Senior Director, Enterprise Enablement. This role owns the full post-sales enablement portfolio: Customer Education (Coupa University), Partner Enablement, and Post-Sales Enablement for Customer Success, Consulting, and Support You will build and lead a team spanning post-sales and partner enablement, while personally owning the Customer Education function, including Coupa University's free-to-fee education strategy.
What You’ll Do
- Drive the customer education strategy, modernization of the learning experience, and roadmap.
- Own and scale the Coupa University experience: advise on certification tracks, AI driven, digital-first nurture pathways, and self-paced practitioner enablement to drive skills acquisition and product adoption.
- Partner with the Learning Product organization to map and scale training and certification offerings, and solidify the free-to-fee customer education strategy.
- Track and report on the link between certification, training consumption and renewal rates, partner success, and customer satisfaction — make this the north-star metric for the function.
- Lead a team responsible for post-sales enablement, ensuring customer success, consultants, and support teams have the value messaging, playbooks, and technical readiness needed across the customer lifecycle.
- Build and lead partner enablement experiences, leveraging certification paths and joint learning frameworks for key technical roles. Leverage AI to accelerate enablement.
- Set goals, coach, and develop your team; ensure they deploy the shared content engine rather than building parallel content.
- Embed into Customer Success, Consulting, Support, and Partner planning rhythms (QBRs, staff meetings, planning cycles) to diagnose enablement demand.
- Represent post-sales and partner enablement in the quarterly content prioritization council, balancing demand against Content COE capacity.
- Own release readiness — ensure customer- and partner-facing teams are prepared for product releases.
- Lead cross-functional change management and communications for major corporate milestones and annual planning transitions affecting the active customer base.
- Manage operational rigor of key learning tools and systems to support enterprise enablement.
- Partner with Data and Analytics teams to tie post-sales enablement, certification, and training activity directly to NRR, ARR, Support ticket deflection and renewal outcomes.
- Report key business metrics each quarter for the function overall — not just completion or activity metrics.
Customer & Partner Education (Direct Ownership)
People Leadership: Post-Sales & Partner Enablement
Cross-Functional Operating Model
Data-Driven Impact
What You Will Bring to Coupa
The successful candidate’s starting salary will be determined based on permissible, non-discriminatory factors such as skills, experience, and geographic location.