Sales Enablement Director

About Keka

Keka is a modern people platform for growing enterprises. HR, payroll and talent live in one core system, so teams spend less time on admin and more time on their people. More than 12,500 companies trust Keka, from fast-growing small businesses to large enterprises and global companies with teams across borders.

We build software the way HR actually works. It feels human, sets up in days instead of months, and has AI built into every part of HR. With customers across India, the US and the Middle East, our revenue team is growing fast to keep up. That is where this role comes in.

About Role

You will make every Keka seller faster to ramp, sharper in front of customers and more consistent in how they win.

Our sales team is growing quickly across SMB, mid-market and enterprise. Growth like this breaks things that worked at a smaller size: onboarding gets uneven, messaging drifts, and top-performer habits stay locked in a few heads. You will own the enablement engine that fixes this, from a new hire's first week to how a tenured AE runs a complex deal.

Enablement sits at the centre of our FY27 revenue plan. The plan is a conversion problem more than a volume problem, and every conversion target assumes a seller who can hold a credible conversation in the buyer's own industry. We are moving the field from feature-based selling to problem-based selling, and the enablement engine you build is how that shift reaches every rep. It will be prescriptive and data-driven: shaped by rep-level data, not by a training calendar.

You join while two programs are already in motion. The Demo Excellence Center builds one message map, content package and demo experience for each industry. The Packaging and Pricing work turns that story into packages customers buy. You will own the enablement that puts both in the field.

You will work closely with Sales leadership, RevOps, Product Marketing and Customer Success, and you will be judged on revenue outcomes, not training hours.

What you'll do

Strategy and ownership

• •Build and own the sales enablement strategy and roadmap, tied directly to revenue targets.
• •Partner with the CRO and sales leaders to find the biggest gaps in rep performance and close them.
• •Set the enablement charter, priorities and budget, and report impact to leadership every quarter.

Onboarding and ramp

• •Design role-based onboarding for SDRs, AEs, Account Managers and frontline managers.
• •Cut time-to-first-deal and time-to-full-quota, with clear certification milestones.
• •Run onboarding at scale as hiring grows, without dropping quality.

Skills and coaching

• •Build continuous learning programs: discovery, demo, objection handling, negotiation, multi-threading.
• •Tailor plays for each segment: SMB (high velocity, short cycles), mid-market (multi-stakeholder deals) and enterprise (complex, long-cycle, committee-led buying).
• •Equip frontline managers to coach well, using call reviews, deal reviews and clear scorecards.

Sales methodology and process

• •Roll out and embed a common sales methodology (for example MEDDICC, Challenger or SPIN) across teams.
• •Work with RevOps to bake the methodology into CRM stages, exit criteria and forecasting.

Content and tools

• •Partner with Product Marketing on pitch decks, battlecards, ROI tools, case studies and competitive intel.
• •Own the sales content hub and make sure reps can find the right asset in seconds.
• •Choose and drive adoption of enablement tech (LMS, conversation intelligence, content management).

Launches and new markets

Get the field ready for product launches, pricing changes and new segments or geographies.

Measurement

• •Track enablement impact through ramp time, win rate, deal size, cycle length and quota attainment.
• •Use data to decide what to scale, fix or stop.

Team leadership

Hire, lead and grow a high-performing enablement team.

What you'll bring

• •B2B SaaS background. Your enablement or sales leadership career is rooted in B2B SaaS.
• •Has managed scale-up. You have built or rebuilt enablement while a sales team grew fast (for example doubling headcount or moving into new segments), and kept quality high through it.
• •Proven track record. You can show numbers you moved: ramp time, win rate, quota attainment, deal size or cycle length.
• •Experience across SMB, mid-market and enterprise. You have enabled teams selling to SMB, mid-market and enterprise buyers, and you know how a high-velocity motion differs from a consultative, long-cycle one.
• •12 to 15 years of experience, with at least 4 to 5 years leading enablement, sales training or sales readiness, and a team of your own.
• •Based in Bengaluru or Hyderabad, or ready to move before joining.