Sr. Manager, Talent Development

Our Mission: 6sense is on a mission to revolutionize how B2B organizations create revenue by predicting customers most likely to buy and recommending the best course of action to engage anonymous buying teams. 6sense Revenue AI is the only sales and marketing platform to unlock the ability to create, manage and convert high-quality pipeline to revenue. Our People: People are the heart and soul of 6sense. We serve with passion and purpose. We live by our Being 6sense values of Accountability, Growth Mindset, Integrity, Fun and One Team. Every 6sensor plays a part in defining the future of our industry-leading technology. 6sense is a place where difference-makers roll up their sleeves, take risks, act with integrity, and measure success by the value we create for our customers. We want 6sense to be the best chapter of your career. The Senior Manager, Learning and Development reports to the Senior Director Talent Enablement, LD, and Employee Experience. This is a strategic role responsible for shaping how 6sense grows, equips, and empowers its people. This role designs and delivers an integrated talent development ecosystem—leadership development, manager capability, learning strategy, performance enablement, and career mobility—while leading a high‑performing team. This leader ensures that learning and development directly advance 6sense’s business priorities, close capability and coverage gaps in the talent bench and leadership pipeline, and build AI fluency across the workforce. They partner closely with HRBPs, executives, and cross‑functional stakeholders to ensure talent development is tightly connected to organizational priorities, culture, and long‑term workforce needs. Key Responsibilities Talent Development Strategy Build and execute a multi‑year talent development strategy aligned to 6sense’s business priorities, culture, and workforce planning. Establish a cohesive framework for leadership development, manager enablement, and career growth across technical, product, GTM, and corporate teams. Use workforce intelligence, skills insights, and talent data to inform program design and future‑ready capability building. Ensure learning initiatives directly address capability gaps, strengthen succession coverage, and accelerate leadership readiness. Leadership Manager Development Design and deliver scalable leadership programs for emerging, mid‑level, and senior leaders. Create manager enablement systems that strengthen coaching, feedback, and performance practices. Partner with executives to identify leadership gaps, succession needs, and targeted development priorities. Build programs that increase AI literacy, data‑driven decision‑making, and modern leadership capabilities across the organization. Learning Ecosystem, LMS Platforms Oversee the learning ecosystem, including LMS governance, content strategy, and learning pathways. Lead the strategy and adoption of LinkedIn Learning and other digital learning platforms to support scalable, self‑directed development. Ensure learning experiences are integrated with performance, talent, and HR systems to create seamless workflows. Drive adoption of modern learning modalities (blended, digital, experiential, peer‑led) that meet the needs of a distributed, fast‑moving workforce. Build and execute learning strategies that close capability gaps, strengthen the leadership pipeline, and build AI capabilities across all employees. Performance Career Enablement Partner with HR and business leaders to strengthen performance practices, feedback culture, and goal alignment. Build career frameworks, mobility pathways, and development tools that support internal growth and talent mobility. Support succession planning and readiness assessments with data‑driven insights and targeted development actions. Team Leadership Lead, coach, and develop a team of three talent development professionals. Set clear priorities, ensure operational excellence, and foster a collabora ... (truncated, view full listing at source)