Director, Enablement Strategy

Nutanix is looking for a Director of Enablement Strategy and Events to make Sales and Partner Enablement run well and show up well. Half of this job is build. When a team needs to stand up a capability it hasn't run before, you're the person who builds it with them. We agree on the concept and the direction, and then you run with it, checking in for guidance where you need a decision only the VP can make. The other half is how Enablement shows up: the content and execution strategy behind the events it runs, and the communications that carry between them. Today these live separately and inconsistently. You bring them under one standard. This is a hands‑on leadership role. You'll lead a small existing team of program and project managers, currently scattered across the function, whom you'll bring onto one line and one standard to help execute the work above. You'll be judged on whether things that were stuck are moving, whether the field reads what you send them, and whether your team is set up to do the work well.

About the Team

You'll join Customer Education and Revenue Enablement and report to the VP, whose remit spans enablement of sales, SE, and renewals, customer education, and partner enablement. You'll work across the function: role-based enablement, onboarding and ramp, coaching and sales capability, selling motions and go-to-market readiness, content development, and enablement operations. You'll also work outside it, with sales leadership, marketing, revenue operations, and, on events and communications, directly with senior executives. This role is fully remote and can be based in the United States or Europe. The remit is global, and you will work primarily with US‑based teams, so expect a working pattern that overlaps meaningfully with US hours.

Your Role

• Stand up new programs and capabilities. When a team in Sales Enablement needs to build something outside its current practice, lead or advise on getting it off the ground: shape the approach, build the first version with them, and hand it over so it runs without you.
• Support processes with new stakeholders and partners. When we start working with a new internal function or an external organization, including global systems integrators, help build the working relationship and operating rhythm behind it.
• Keep the major initiatives moving. Track the cross‑team programs that matter most, hold the dependencies, surface risk early, and drive to a decision when something is stalled between two owners.
• Own the executive reporting and update rhythm. Build and run how Sales Enablement reports on itself: recurring updates, quarterly business reviews, leadership materials.
• Build enablement communications. Define how the field hears from Sales Enablement: announcements, program rollouts, executive summaries, and the steady cadence between events.
• Own the content and execution strategy for sales enablement events. Starting with sales kickoff and extending to whatever else Sales Enablement runs, own the agenda, session design, speakers, and materials.
• Own post‑event follow‑through. The event is the beginning. Own the reinforcement, the assets, and the handoff so role‑based enablement continues what the event started.
• Be a thought partner to the VP. Bring judgment, not only status. Pressure test reasoning on the harder decisions and follow through on what gets decided.
• Consolidate and lead an existing team of 2‑3 program and project managers. Bring them onto one team, set a shared standard for how they operate, and assign the work.

What Success Looks Like in Year One

• A new capability or program is standing on its own that would not have started without you, with the owning team running it.
• A new stakeholder or external relationship has a working process behind it, built with support from this role.
• The executive reporting cadence is established, running on defined sources and a consistent narrative.
• An enablement communications practice exists and is running, with defined channels and a predictable cadence.
• Sales kickoff, and any other event Sales Enablement runs, has a stated purpose agreed with stakeholders before the agenda is built.
• Your program and project management team is consolidated onto one reporting line, operating to a shared standard.

What You Will Bring

• Direct experience standing up or evolving a global sales and partner enablement function at scale.
• A record of taking something from nothing to running, and handing it off cleanly.
• Communications craft, written and visual, with a point of view on how a global field organization should be communicated with.
• Experience owning the content and execution of a major internal field event, such as a sales kickoff, at enterprise scale.
• Executive communication skill.
• Experience managing program or project managers, and comfort operating with real reach beyond your own team.
• The judgment to know when to lead, when to support, and when to hand something back.
• The ability to build a reporting narrative from imperfect inputs.
• The willingness to be direct, including when an event was enjoyed and did not work.

Bonus: experience supporting GSI or channel partner relationship‑building; familiarity with enablement measurement and analytics; experience in a function undergoing structural change. Willingness to travel internationally, approximately 20%.

Work Arrangement

This role operates in a hybrid capacity, blending the benefits of remote work with the advantages of in‑person collaboration. In locations where our workplace policy applies, employees are expected to work onsite a minimum of 3 days per week to foster collaboration, team alignment, and access to in‑office resources.

Pay Transparency

The Salary range for this position at commencement of employment is expected to be between 155,000 GBP and 233,000 GBP per year. Please note that Total Package offered may vary depending on relevant objective factors, including market location, job‑related knowledge, skills, and experience.

Nutanix is an equal opportunity employer. We hire and promote individuals solely on the basis of qualifications for the job to be filled. We strive to foster an inclusive working environment that enables all our Nutants to be themselves and to do great work in a safe and welcoming environment, free of unlawful discrimination, intimidation or harassment.