Director, Technical Enablement

The Director of Technical Enablement leads the Technical Enablement function within Field Enablement, owning its strategy, operating model, management, and performance. The role sets and executes a functional strategy and roadmap with a 12+ month horizon, translating enterprise priorities into clear operating plans, standards, resource decisions, and measurable outcomes. The Director integrates work across Product, Solution Architecture, Professional Services, Sales, Solution Consulting, Analytics Engineering, Customer Success, Marketing, RevOps, and Partner GTM. This leader manages people and work through assigned managers and teams, builds organizational capability, allocates resources, owns the functional budget, makes trade-offs across disciplines, and is accountable for technical readiness performance. The role shapes culture through coaching, feedback, recognition, and role modeling while driving long-term customer and go-to-market impact.

Key Duties & Responsibilities:

· Set and execute the Technical Enablement function’s strategy, objectives, and operating plan with a 12+ month horizon, aligned to company and Field Enablement priorities.

· Direct the function’s management and performance, including formal management responsibility for assigned managers and teams; hire, onboard, set goals, coach, evaluate, and address performance consistent with company policy.

· Translate strategy into clear team priorities, OKRs, operating rhythms, decision rights, and expected behaviors; hold teams accountable for sustainable delivery and quality.

· Allocate people, budget, tooling, and vendor resources across Technical Enablement; own the functional budget, evaluate ROI, and make trade-offs that maximize cross-functional impact.

· Partner across disciplines to create synergies, resolve dependencies, and manage trade-offs across Product, Sales, Customer Success, Professional Services, Marketing, RevOps, Solution Architecture, and Partner GTM.

· Own the strategy, operating model, and roadmap for technical readiness across global customer-facing teams, establishing one shared technical core with role-specific depth.

· Define and maintain a role-based competency matrix covering Seeq products, analytics-to-intelligence capabilities, data and cloud connectivity, deployment, security, enterprise platform management, troubleshooting, and AI trust and guardrails.

· Build and run release-readiness governance so products reach the field with training, golden demos, lab environments, and launch kits before general availability.

· Establish scalable curriculum, labs, documentation, knowledge hubs, and W1 Foundations, W2 Role Ready, and W3/W4 Field Proven certification pathways across regions and functions.

· Use dashboards, adoption metrics, feedback loops, and correlation analysis to improve time to field-ready capability, certification completion, demo quality, escalation reduction, and customer outcomes.

· Act as a trusted advisor to VP-level leaders; represent the function on matters relating to policy, programs, capabilities, and long-range goals; and lead the Technical Enablement Council.

· Lead change across the function, develop manager and team capability through coaching and stretch opportunities, and continuously improve the operating model for long-term go-to-market impact.

People Leadership:

· Formal management responsibility for assigned teams and/or managers, including hiring, onboarding, performance management, development, and separation decisions consistent with company policy.

· Own the direction, management, and performance of the Technical Enablement function; balance people development with delivery and operational demands.

· Delegate and assign work with clear decision rights, follow-up, feedback, recognition, and accountability for results.

· Translate functional strategy into team-level priorities, OKRs, operating plans, and expected behaviors; provide clarity during ambiguity and change.

· Coach and empower managers and team members to solve problems independently while providing leadership backing for decisions within their scope.

· Shape a high-performing, resilient, and inclusive culture through consistent role modeling, recognition, coaching, and talent development.

· Build sustainable capability and succession depth across the function through mentoring, stretch opportunities, and manager development.

· Manage up and horizontally with senior and enterprise leaders to align priorities, surface risks, and create synergies across the operating system.

· Set a data-driven operating cadence that connects functional OKRs, team execution, talent development, and business outcomes.