Sales Trainer in Beverly Hills, MI at United Wireless

Date Posted: 1/17/2021

Job Snapshot

Job Description

Sales Trainer
Compensation: $40,000 - $50,000 annually. 
United Wireless, Premium Retailer of T-Mobile U.S.A., is seeking a Sales Trainer to facilitate its virtual and live person training program. This role will deliver, reinforce, and sustain learning solutions that build and enhance the skills, knowledge, and abilities of the frontline sales teams. The Sales Trainer will build strategic relationships that allow for on-going collaborative interactions that help identify learning gaps and potential solutions. 
A thorough understanding of training techniques, adult learning principals and wireless performance measurements will ensure that learning experiences are effective, and value driven. Successful execution of this role will result in improvements in our key business metrics: Customer growth, sales revenue, customer loyalty and churn.

• 3 years of wireless retail management experience
• Working knowledge of Microsoft applications including Word, Excel and PowerPoint
• Competent understanding of Adult Learning Principles
• Able to facilitate effective and engaging presentations using a variety of delivery modalities
• Able to manage group or individual conflict
• Ability to facilitate learning to a diverse audience with a variety of leadership and learning styles
• Able to read, analyze and discuss possible action plans based on business performance metrics
• Proficient in Microsoft applications, including Word, Excel and PowerPoint
• In-depth understanding and application of Adult Learning Principles
• Ability to adapt facilitation style to the audience to ensure an engaging and effective delivery of knowledge transfer occurs
• Ability to influence leadership in a way that aligns regional needs with company strategy 
• 2+ years professional training experience
• An understanding of the wireless retail industry including performance metrics

Job Requirements

Essential Functions:
• Field Support: Build collaborative internal, external, and cross-functional relationships as an integrated part of a support organization and the retail leadership teams. - This includes regular attendance on conference calls and in meetings with field leadership. - Schedule and attend regular store visits with DM or BSOM. - Able to model training objectives in a live retail setting providing appropriate On-The –Job Training to frontline learners at all levels.
• Training Reinforcement and Sustainment: - Timely, actionable and accurate follow-up that promotes enthusiastic leadership engagement for post training strategy increasing the practical application and consistent demonstration of the desired competency, skill or behavior. - Ongoing calibration and alignment of training initiatives to business priorities. Ensure continued development of skills and competency, keeping spirit of initiatives fresh and relevant with all team members.
• Communication: Initiate bi-directional communication ensuring internal partners are well equipped to provide the appropriate tools and resources to support the frontline. - Provide field level feedback and personal observations to internal teams to support on-going quality improvement. - Ensure frontline is aware of training initiatives and has a clear understanding of how to execute. - Provide regular individual contribution updates as requested.
• Training: Prepare for and facilitate training. Able to employ traditional Instructor Led Training (ILT), Virtual Instructor led Training (VILT) and On the Job Training (OTJ) to a diverse audience in both size of group and experience. Able to co-facilitate with field leaders and prepare them to cascade training as required. Implement training by accounting for all logistics and preparation expectations. Promote an open and supportive learning environment that fosters knowledge transfer, competency, and practical application of desired skill or behavioral change.
• Strategic Planning: Work collaboratively to optimize learning initiatives. - Identify learning solutions based on feedback, observations and business performance including training completion reporting. -Recommend best course of action including how to prioritize and integrate learning solutions into existing field operations plan. Utilize existing content development process to create tools and new learning solutions. Maintain a personal planning calendar that is in partnership with field and training team expectations.

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