Director of Sales Enablement & Development

Reports to: Sr. Director, of Sales

Work location: Detroit, MI

Description

The Director of Sales Enablement & Development leads Graham Media Group’s enterprise-wide strategy for sales training, onboarding, leadership development, and performance excellence. Serving as the sales organization’s center of excellence for learning and talent development, this role ensures Account Executives, Sales Managers, and emerging leaders have the skills and resources to drive revenue growth and strong client outcomes.

The incumbent owns the full learning ecosystem for sales positions within Graham Media Group including onboarding, manager development, certifications, sales specific LMS strategy, sales playbooks, and go-to-market readiness. They partner with Sales Leadership, Digital, Product, and HR teams to build a culture of continuous learning, accountability, and career growth. They also help advance the company’s multi-platform evolution by equipping sellers to position integrated broadcast, streaming, digital, social, sponsorship, data, and emerging advertising solutions.

Success is measured by onboarding effectiveness, retention, manager readiness, seller productivity, leadership bench strength, training engagement, and adoption of strategic initiatives.

Key Responsibilities

Sales Organization Learning & Development Strategy

• Develop and lead the company’s enterprise sales learning and development strategy to support engagement, retention, and career growth for those in sales positions.

• In close partnership with HR, develop competency models, career development pathways, and learning frameworks for both independent contributor and manager-level sales roles.

• Partner with Human Resources and Sales Leadership to identify talent gaps and create development solutions that strengthen organizational capability.

• Create and maintain succession development programs that cultivate future leaders across the organization.

• Develop and deliver leadership training programs for sales managers and emerging leaders.

• Equip sales managers with tools and resources to effectively lead, coach, and develop high-performing teams.

• Create sales leadership certification pathways that strengthen management effectiveness and organizational leadership capability.

• Continuously evolve the LMS to support hybrid learning, self-paced education, manager coaching, and performance development initiatives for sales positions.

• Lead the expansion, maintenance, and governance of a centralized learning library that houses onboarding materials, sales certifications, product training, leadership development programs, best practices, and professional development resources.

• Develop and execute the strategy for the asynchronous learning & development for sales positions via the learning management system.

• Develop reporting and analytics to track participation, certifications, completion rates, learning effectiveness, and business impact.

• Establish sales training standards and certification requirements for sales positions across the organization.

Sales Onboarding & Readiness

• Responsible for owning and enhancing onboarding programs for sales roles across the company.

• Design, document, and implement structured 30-, 60-, 90-, and 180-day onboarding and development plans.

• Create sales certification programs that ensure new hires demonstrate readiness in core sales competencies, products, tools, platforms, and company processes.

• Partner with market sales leadership to accelerate ramp time and improve new hire retention and long-term success.

• Design and lead comprehensive sales enablement programs that improve seller effectiveness across prospecting, consultative selling, account growth, client retention, negotiation, presentation skills, pipeline development, forecasting, and strategic account management.

• Build and maintain sales playbooks, enablement resources, talk tracks, case studies, customer success stories, and best practices.

• Deliver ongoing sales skills training aligned with evolving market conditions, customer needs, and company priorities.

• Develop role-based learning journeys that support career progression and continuous improvement.

Multi-Platform Sales Growth & Go-to-Market Enablement

• Create training and go-to-market programs that strengthen sales capabilities across broadcast television, streaming, CTV, OTT, digital marketing services, social media, sponsorships, audience targeting, data solutions, and emerging products.

• Partner with various teams in the sales and digital organizations to create launch materials, positioning, competitive intelligence, and sales narratives.

• Develop executive-level sales presentations, customer-facing materials, and enablement resources supporting new revenue opportunities.

• Ensure every strategic initiative includes consistent training and adoption plan across all markets.

Sales Performance & Process Excellence

• Partner with market sales leadership to identify skill gaps and development opportunities.

• Drive adoption of sales methodologies, CRM best practices, pipeline management disciplines, forecasting standards, and account growth strategies.

• Measure and communicate the business impact of learning and enablement initiatives.

AI, Technology & Future Readiness

• Serve as organizational leader for AI-enabled selling, productivity, and learning.

• Deliver training focused on Spark, AI-assisted prospecting, proposal generation, client research, presentation development, and workflow automation.

• Evaluate emerging technologies and learning solutions that increase productivity and seller performance.

• Ensure the organization remains at the forefront of modern sales enablement and learning practices.

Qualifications

Required

• Minimum of 7 years of experience in sales leadership, sales enablement, learning and development, organizational development, sales training, or performance coaching.

• Demonstrated success building enterprise onboarding, training, and enablement programs.

• Experience leading learning management systems, certification programs, and talent development initiatives.

• Strong understanding of consultative selling, media sales, digital advertising, and multi-platform revenue strategies.

• Advanced proficiency in Microsoft 365, including Copilot, PowerPoint, Excel, Teams, and SharePoint.

• Strong CRM expertise, including pipeline management, forecasting, reporting, adoption, and sales analytics.

• Proven ability to lead cross-functional initiatives and influence stakeholders at all levels of the organization.

• Exceptional facilitation, presentation, communication, and leadership skills.

Preferred

• Media industry sales leadership experience.

• Experience supporting multi-market organizations.

• Sales methodology certifications (Miller Heiman, Challenger, Sandler, Strategic Selling, SPIN, or comparable programs).

• Experience implementing or managing an LMS platform.

• Background in organizational development, learning strategy, or talent management.

• Experience leading large-scale change management and transformation initiatives.

Please send resumes to Shosh Abromovich at sabromovich@grahammedia.com

Graham Media Group is an Equal Opportunity Employer. In addition to complying with the requirements of federal law, GMG will comply with applicable state and local laws prohibiting employment discrimination. Any offer of employment is conditional upon the successful completion of a pre-employment drug screening, investigative background check, employment/education verifications and reference checks.

Accounts Payable Specialist (Part Time)

Reports to: VP/Chief Financial Officer

Location: Remote in one of GMG’s markets Detroit, MI; Houston or San Antonio TX; Jacksonville or Orlando, FL.

Description

Graham Media Group is seeking a detail-oriented and proactive Accounts Payable Specialist to join our centralized team. This role is responsible for managing accounts payable processes for multiple properties, including seven TV stations, Social News Desk, and corporate offices. Reporting directly to the VP/CFO, the ideal candidate will ensure timely and accurate payables processing while identifying opportunities for cost savings and operational efficiencies.

Responsibilities

• Vendor Management: Create and maintain vendor files, including foreign vendors.

• Invoice Processing: Assemble, review, verify, code, and submit invoices for approval. Resolve discrepancies and issues promptly.

• Purchase Card Management: Ensure charges are properly approved, coded, and supported by receipts.

• Credit Card Assistance: Support credit card processing and reconciliation.

• Communication: Address payables discrepancies with Finance Directors and Department Heads.

• General Ledger Transactions: Post transactions and assist with month-end close accruals.

• Expense Analysis: Analyze expenses to identify cost-saving opportunities across the group.

• Audit Support: Prepare supporting documentation for audits and maintain accurate historical records.

• Process Improvements: Review and enhance standard operating procedures, integrations, and workflows for greater efficiency.

• Special Projects: Contribute to key initiatives as assigned by leadership.

• Year-End Procedures: Prepare and issue 1099s.

• Back up Accounts Receivable functions as needed.

Requirements

• 5+ years in accounts payable or a similar role.

• Proficiency in Microsoft Excel, Outlook, and Word.

• Familiarity with Oracle is highly desirable.

• Strong communication skills, both written and verbal.

• Exceptional organizational and problem-solving abilities.

• High attention to detail and ability to meet deadlines.

• Capacity to work independently with minimal supervision.

Preferred Qualifications

• Bachelor’s degree in accounting, Business, or equivalent experience.

• Experience in media or related industries is a plus.

Contact: Kim Parker, VP/Chief Financial Officer

kparker@grahammedia.com

Additional Information

Graham Media Group is an Equal Opportunity Employer. In addition to complying with the requirements of federal law, GMG will comply with applicable state and local laws prohibiting employment discrimination. Any offer of employment is conditional upon the successful completion of a pre-employment drug screening, investigative background check, employment/education verifications and reference checks.

Recruiter

Reports To: HR Operations Manager

Location: Hybrid or Remote

Description

Graham Media Group is seeking a Recruiter to join our Human Resources team. This role is responsible for managing full-cycle recruitment efforts across a dynamic media organization. This role partners with hiring managers to attract, engage, and hire exceptional talent for positions across the organization, with a primary focus on sales positions.

The successful candidate will be proactive, understand the media landscape, develop innovative sourcing strategies, and deliver an exceptional candidate experience while supporting the organization’s growth and business objectives.

Responsibilities

Talent Acquisition & Recruitment

• Manage full-cycle recruiting for a variety of positions across the organization, with a primary focus on sales roles.

• Recruit across additional areas as business needs require including, but not limited to, newsroom and on-air talent, engineering and technology.

• Partner with hiring managers to develop recruiting strategies, define candidate profiles, and understand short-term and long-term talent needs.

• Source passive and active candidates through networking, social media platforms, employee referrals, industry associations, job boards, and direct outreach.

• Build and maintain robust pipelines of talent for sales and the other functional areas.

• Conduct candidate screenings, interviews, and assessments to evaluate skills, experience, and organizational fit.

• Coordinate and facilitate interviews, ensuring an efficient and positive hiring process.

• Manage the offer process from start to finish, including understanding candidate motivations, addressing concerns early, and helping close candidates who may be considering competing offers or counteroffers.

• Maintain accurate recruitment records within the Applicant Tracking System (Workday).

Talent Branding & Outreach

• Promote the organization’s employer brand through social media, industry events, networking opportunities, and recruitment marketing initiatives.

• Represent Graham Media Group at various career and media industry events that help us connect with potential talent.

• Build relationships with universities, journalism and broadcast programs, professional organizations, and sales and media talent communities.

• In collaboration with HR Leadership and creative teams, support creation of compelling recruitment content.

Stakeholder Partnership

• Serve as a trusted resource to hiring managers throughout the recruitment process.

• Share market feedback with hiring managers and make recommendations on hiring requirements, compensation, and interview steps when a search isn’t progressing.

• Communicate regularly on pipeline status, progress, and hiring timelines; surface trends or concerns early and often.

Requirements

• A minimum of 4 years of full-cycle recruiting experience, including at least 2 years recruiting for sales or other quota-carrying roles.

• Bachelor’s degree in human resources, Business Administration, Communications, Marketing, or a related field preferred, but not required.

• Proven proficiency in Workday Recruiting or a comparable ATS, sourcing tools (e.g. LinkedIn Recruiter), and scheduling or assessment platforms.

• Knowledge of modern sourcing techniques and recruitment technologies.

• Exceptional interviewing, relationship-building, and communication skills.

• Ability to manage multiple requisitions in a fast-paced environment.

• Problem solver who sees obstacles as opportunities to improve, innovate, and excel.

• Strong organizational and time management abilities.

• Ability to travel for recruitment events or other talent focused events.

• Ability to work standard hours from 9am-6pm and able to adjust if hiring needs require it.

Preferred Qualifications

• Experience recruiting within a media, broadcasting, publishing, advertising or marketing organization.

• Experience supporting employer branding initiatives.

Please send resumes to careers@grahammedia.com.

Graham Media Group is an Equal Opportunity Employer. In addition to complying with the requirements of federal law, GMG will comply with applicable state and local laws prohibiting employment discrimination. Any offer of employment is conditional upon the successful completion of a pre-employment drug screening, investigative background check, employment/education verifications and reference checks.

HR Business Partner

Reports to: Director of HR

Work location: Houston

Description

The HR Business Partner serves assigned client groups with trust and understanding of business needs, providing expertise across the full employee lifecycle. This role partners closely with leaders and employees to drive organizational effectiveness, support a high-performance culture, and deliver HR solutions that move the business forward. The HRBP operates as a proactive trusted advisor — analyzing people data to surface insights before problems arise, bringing forward solutions, and equally comfortable navigating complex employee relations matters, coaching managers, facilitating learning experiences, and leading process improvement work that raises the bar for how HR operates.

This role represents an opportunity to help shape and strengthen HR business partnership at GMG as the organization continues to build its HR infrastructure, processes, and vendor support. The HRBP will operate across both strategic and operational areas of HR, with responsibility for supporting the employee lifecycle and ensuring a high-quality experience for leaders and employees. As the HR function and its infrastructure continue to evolve, the scope and balance of responsibilities may also evolve, creating opportunities for this role to contribute to how HR work is structured, delivered, and continuously improved.

Responsibilities

• Build trusted, credible relationships with business leaders and managers within assigned client groups, serving as their primary HR partner

• Analyze people data and workforce trends to proactively identify risks, gaps, and opportunities — bringing forward solutions before issues escalate

• Support and execute employee lifecycle processes, including hiring, onboarding, employee changes, leaves of absence, and offboarding; coordinate with benefits, payroll and recruiting, and other partners to resolve employee and manager needs.

• Build and maintain SOPs for core HR processes, ensuring consistency across a distributed, multi-market workforce

• Partner with the HR Director on workforce planning and change management initiatives

• Use data, analytics, and AI-enabled tools to build a continuous picture of workforce health; translate findings into actionable recommendations without waiting to be asked

• Manage employee relations matters from intake through resolution, including investigations involving policy violations, harassment, discrimination, retaliation, conduct and workplace conflict; document findings and recommend appropriate resolutions in partnership with Director of HR.

• Advise and coach managers on performance management, corrective action, and documentation

• Coach managers on delivering effective feedback, managing performance, and building team capability

• Identify talent gaps and partner with the HR Director on succession planning and development strategies

• Partner with business leaders to understand current and forward-looking talent needs within assigned client groups — headcount planning, role definition, and team composition — translating business strategy into workforce and talent decisions

• Work directly with hiring managers to ensure talent needs within assigned client groups are well understood and supported

• Facilitate HR-related learning experiences, including manager development, policy training, and onboarding programs; partner with the HR Director to identify training needs and ensure learning solutions are aligned with company-wide priorities and standards

• Ensure consistent policy application across assigned client groups and support compliance with federal, state, and local employment regulations across multiple states

Requirements

• Bachelor’s degree in human resources, business administration, or related field, or equivalent experience

• Minimum of 5 years progressive HR experience, including at least 2 years in an HR Business Partner or other comparable consultative role.

• Working proficiency in Workday (or a comparable HRIS), including comfort executing transactional processes (hiring actions, leave tracking, verifications) alongside strategic work

• Demonstrated experience managing complex employee relations matters end-to-end

• Experience designing and facilitating training or learning programs for adult audiences

• Proven track record of process improvement — building SOPs, redesigning workflows, or leading structured improvement initiatives

• Working knowledge of employment law across multiple states

• Demonstrated use of AI tools to improve HR work — whether for communications, documentation, data analysis, research, or workflow automation

• Strong written and verbal communication skills; ability to influence without authority across a distributed organization

• Comfort operating across both strategic and transactional levels of HR work, with the flexibility to shift focus as the function’s infrastructure matures

Preferred

• Experience in media, broadcasting, or a similarly distributed, multi-site environment

• SHRM-CP, SHRM-SCP, PHR, or SPHR certification

• SHRM AI & Human Intelligence (AI&HI) credential or equivalent AI-focused professional development

• Six Sigma, Lean, or formal process improvement experience

• Experience with Workday HCM modules beyond core HR (e.g., Time Off/Leave, Recruiting, Benefits)

Resumes can be sent to: careers@grahammedia.com

Graham Media Group is an Equal Opportunity Employer. In addition to complying with the requirements of federal law, GMG will comply with applicable state and local laws prohibiting employment discrimination. Any offer of employment is conditional upon the successful completion of a pre-employment drug screening, investigative background check, employment/education verifications and reference checks.

Client Experience Account Manager

Reports to: Manager, Client Experience

Work Location: Remote Opportunity

Description

The Client Experience team supports the sales team with the goal of campaign performance, client satisfaction and revenue generation, retention and growth. The Client Experience Account Manager is the main point of contact for all post-sale clients. The CEAM quarterbacks all facets of the campaign, monitoring performance against the clients’ goals once closed. They analyze campaign reports, make recommendations for optimization or growth to clients in tandem with Account Executives. They are collaborative, strategic, and forward-thinking problem solvers focused on providing excellent client experience and driving results. For campaigns that qualify, after closing, the Digital Sales Strategist will hand off the campaign – Strategy, solutions, KPIs - and the CEAM will onboard the client.

Responsibilities

• Build rapport with clients and provide excellent customer service.

• Main point of contact post-sale, coordinate reporting calls and check-ins.

• Strategize with AE and DSS on optimization strategies, growth areas and revenue generating concepts to provide clients with greater results.

• Monitor campaign performance and collaborate with Ops on campaign optimizations.

• Setup Client reporting dashboards and help client understand their results according to their KPIs.

• Advise Digital Solutions Planner and Digital Sales Strategist on campaign performance to drive decision-making on future campaigns.

• Continually seek ongoing strategies to optimize campaigns to client performance KPIs.

• Provide ideas to streamline internal processes to maximize team efficiency.

• Mastery of Graham Media Product Suite (Primary Digital Focus, Linear Secondary).

• Collaborate with Ad Ops, Order Entry and Sales to communicate campaign changes.

• Quarterly in-person recap meetings for qualified client campaigns

Requirements/Experience

• 3+ Years managing digital/linear advertising/marketing campaigns

• 3+ Years of client service or account management

• Strong communication and customer service skills

• Experience managing client reporting dashboards

• Familiarity with Microsoft Office Suite – Outlook, Teams, Excel, PowerPoint, Word etc.

• Experience with Order/Project Management systems like TapClicks, Basecamp, Monday.com, etc.

• Completion of a bachelor’s degree and a multidisciplinary background, preferably in a related major such as marketing, strategy, psychology, sociology or related work experience

Resumes can be sent to: charden@grahammedia.com

Graham Media Group is an Equal Opportunity Employer. In addition to complying with the requirements of federal law, GMG will comply with applicable state and local laws prohibiting employment discrimination. Any offer of employment is conditional upon the successful completion of a pre-employment drug screening, investigative background check, employment/education verifications and reference checks.