Customers love Asana. They love Asana because we help them accelerate the accomplishing of their mission. This is a unique opportunity to train and enable our field teams to demonstrate the immense value of our product to more of the world’s teams. 

Asana’s revenue organization spans across 10+ offices, on 4 continents, and is composed of three parts:

  1. A bottoms-up freemium self-service model
  2. A high velocity transactional sales team
  3. An enterprise sales organization serving customers in the largest companies

This means that the Head of Global Enablement will be tasked with blending a variety of learning mediums to support a diverse set of teams globally: channel partners, sales development, Solutions Engineering, Account Executives, and Customer Success Managers. 

Additionally, as unveiled in our Future of Asana announcement earlier this year,  Asana’s product is evolving. The Head of Global Enablement will be a key contributor, in partnership with leadership, product, and marketing, to evolve our messaging & positioning for the next stage of our growth. 

 

What you will accomplish in the first 12 months:

  1. Global Team - Establish a dynamic global framework that enables the revenue organization to drive a consistent narrative, methodology, and process while also creating opportunities for velocity and autonomy within our regional enablement teams. 
  2. Global Standards - Iterate on standardized GTM playbooks that help build confidence to scale our sales & CS organizations. 
  3. Partnership with Marketing - Build out a repeatable process for partnership & feedback loops with Product Marketing & Revenue Marketing to evolve the way we sell, service, and support our customers. 
  4. Onboarding - Put together a plan for a world-class onboarding program that helps Asana onboard hundreds of new employees globally, every year, while maintaining world-class ramp times.
  5. Market Coverage - Put together a comprehensive scale plan that allows Asana’s enablement organization to scale with both regional and language coverage in mind.
  6. Establish enablement as a strategic arm of our GTM strategy -  Align enablement efforts with key KPIs and business outcomes and meticulously track ROI & impact like increasing rep productivity, quota attainment, and ramp times.
  7. Evolve our enablement insights program - Create a culture and establish processes that allow our enablement team to become trusted advisors that provide observations from both our revenue field teams & customers. 
  8. Repeatable Process - Partner with Revenue Operations, Finance, Legal, and others to translate internal processes to repeatable processes for the field. 

 

About You:

  • Globally minded. You find ways to thoughtfully balance central & regional decision-making and create space for regional autonomy and variation. 
  • A strategic, results & data driven decision maker. You design programs and initiatives that are aligned with business strategy and are obsessed with measuring & proving results & ROI. 
  • An exceptional coach that can lead by example for bringing out the maximum potential of our people. 
  • An inspirational communicator that can build meaningful connections with every level of an organization. 
  • A methodical program builder that always thinks about how to scale globally & efficiently. 
  • An imaginative designer of both curriculum and experiences that create dynamic learning moments for various audiences & cultures.
  • An egoless and non-territorial leader who thinks about transformation & change, not empire-building; If Asana wins, we all win. 

 

Background:

  • 12+ years of experience in learning & development, PMM, or enablement
  • 6+ years of managing high performing teams
  • Seen scale for a global sales & CS team larger than 500+ 
  • SaaS experience highly preferred

 

About us

At Asana, we're building a better way to work, fueled by transparency, inclusion, and technology that is a force for positive change. Asana is a work management platform that helps teams orchestrate their work, from daily tasks to strategic initiatives, so they can move faster and accomplish more with less. For the past 5 years, we've been named a top workplace, including top 10 Great Place to Work Best Small & Medium Workplaces, #1 Fortune Best Workplace in the Bay Area for four years in a row, #8 Fortune Best Workplaces for Women, #14 Glassdoor Best Place to Work, and one of Ireland's Best Workplaces. With offices all over the world, we are always looking for curious, collaborative, and mission-driven people to help us enable the world’s teams to work together effortlessly.

We believe in supporting people to do their best work and thrive, and building a diverse, equitable, and inclusive company is core to our mission. Our goal is to ensure that Asana upholds an inclusive environment where all people feel that they are equally respected and valued, whether they are applying for an open position or working at the company. We welcome applicants of any educational background, gender identity and expression, sexual orientation, religion, ethnicity, age, citizenship, socioeconomic status, disability, and veteran status.

Apply for this Job

* Required
  
Attach Dropbox Google Drive Paste
  
Attach Dropbox Google Drive Paste

U.S. Equal Opportunity Employment Information (Completion is voluntary)

Individuals seeking employment at Asana are considered without regards to race, color, religion, national origin, age, sex, marital status, ancestry, physical or mental disability, veteran status, gender identity, or sexual orientation. You are being given the opportunity to provide the following information in order to help us comply with federal and state Equal Employment Opportunity/Affirmative Action record keeping, reporting, and other legal requirements.

Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiring process or thereafter. Any information that you do provide will be recorded and maintained in a confidential file.

Race & Ethnicity Definitions

If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories is as follows:

A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability.

A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.

An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.

An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.

Form CC-305

OMB Control Number 1250-0005

Expires 05/31/2023

Voluntary Self-Identification of Disability

Why are you being asked to complete this form?

We are a federal contractor or subcontractor required by law to provide equal employment opportunity to qualified people with disabilities. We are also required to measure our progress toward having at least 7% of our workforce be individuals with disabilities. To do this, we must ask applicants and employees if they have a disability or have ever had a disability. Because a person may become disabled at any time, we ask all of our employees to update their information at least every five years.

Identifying yourself as an individual with a disability is voluntary, and we hope that you will choose to do so. Your answer will be maintained confidentially and not be seen by selecting officials or anyone else involved in making personnel decisions. Completing the form will not negatively impact you in any way, regardless of whether you have self-identified in the past. For more information about this form or the equal employment obligations of federal contractors under Section 503 of the Rehabilitation Act, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.

How do you know if you have a disability?

You are considered to have a disability if you have a physical or mental impairment or medical condition that substantially limits a major life activity, or if you have a history or record of such an impairment or medical condition.

Disabilities include, but are not limited to:

  • Autism
  • Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, or HIV/AIDS
  • Blind or low vision
  • Cancer
  • Cardiovascular or heart disease
  • Celiac disease
  • Cerebral palsy
  • Deaf or hard of hearing
  • Depression or anxiety
  • Diabetes
  • Epilepsy
  • Gastrointestinal disorders, for example, Crohn's Disease, or irritable bowel syndrome
  • Intellectual disability
  • Missing limbs or partially missing limbs
  • Nervous system condition for example, migraine headaches, Parkinson’s disease, or Multiple sclerosis (MS)
  • Psychiatric condition, for example, bipolar disorder, schizophrenia, PTSD, or major depression

1Section 503 of the Rehabilitation Act of 1973, as amended. For more information about this form or the equal employment obligations of Federal contractors, visit the U.S. Department of Labor's Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.

PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.