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Brian Morrison

Brian Morrison

Long Beach,CA

Overview

13
13
years of professional experience
1
1
Certificate

Work History

Head of Sales Enablement

Lexipol
Frisco, TX
03.2024 - Current
  • As the foundational hire for sales enablement strategy, I worked quickly to build standard operating procedures to establish best practices. I also created the initial sales enablement charter for a well-established organization.
  • Within 90 days, completed 26 of 40 initiatives that were identified as early opportunities for the sales enablement function.
  • Quickly established the cross-functional connectivity between other department stakeholders, including product marketing, marketing, media teams, customer success, HR, and IT.
  • Metric driven approach highlight for my early tenure with Lexipol would be a proximity prospecting training initiative with our SDR's. The initiative consisted of a technical training around utilizing Salesforce Maps to create layers to better inform our teams where our customer targets are geographically and how close they are in proximity to current customers, and leveraging that proximity to create their 'in' on their calls. We simultaneously shored up our cadence usage as a part of this initiative. This was also launched with a sales spiff to help 'market' the training. We saw a 58% increase in daily acitivities in the first month post training and the pass rate of our maps assessment was 100%. The assessment was a real-time demonstration with SDR leaders to display proficiency with map usage.

Sr. Director Sales Training & Development

Hearth
Long Beach, CA
09.2022 - 02.2024
  • With less than a 30 day window built the pilot for the new SDR/BDR group. Our initial hire not only exceeded all expectations but within 5 months they were promoted to an AE. The primary stakeholders in this intuitive were the CEO and EVP of sales.
  • Concurrently built the new AE onboarding/training process. This was a massive undertaking as the existing program was 3 days and had a 3-5 month ramp. The new program was 2 week intensive training with an additional 2 weeks in the a training bay that reduce ramp from 3-5 months to 1-2 months. The primary stakeholders were the CEO, EVP of sales and Sr. Director of sales.
  • Spearheaded sales QA restructuring as a coaching role that works collectively with managers and reps. Primary focus of the new program was mentoring/coaching to better support sales rep development and expedited ramp.
  • Revitalized sales new hire attendance and ramping policies to strengthen our new hire onboarding expectations and operations.
  • Built the first ever Hearth sales playbook to set the foundation for skill development and the newly improved sales ramp process.

VP, Learning Development

Bambee
Los Angeles, CA
01.2019 - 06.2022
  • Year 1: Envisioned in a matter of 1 week a new concept for onboarding all employees. Built and and deployed new hire orientation/onboarding process in 7 days. Process including socialization, tech training, company orientation, and specific training for our customer teams to ramp quickly into their roles. This was commissioned by the executive team and estimated deployment was 1 month. Exceeded strategic planning and deployment by 3 weeks.
  • Onboarded and maintained training for all employees in year one while running talent acquisition in the margins on an interim basis. (approximately 75 new employees onboarded and sourced 40+ employees that were hired) Exceeded onboarding expectations by planning and deploying onboarding processes for all teams by partnering with subject matter experts and unit leaders (sales, HR accounts, product/tech, marketing). Commissioned by our Chief People Officer.
  • (Bambee Academy) 6 month mark implemented a multi-month certification course for our new HR Managers that helped even seasoned HR professionals better understand the Bambee HR methodology. This included teaching traditional HR professionals how to be effective at running a book of business (150-300 clients each). In addition to account management training the certification process including training for our policy creation, ER process, and terminations all via our Bambee app. Primary stakeholder VP HR Accounts, CEO, Chief People Officer.
  • Year 2: Assumed ownership of sales and revenue generation from previous director and within 6 months decreased ramp time for all new sales professionals by 50% via Bambee Academy a previously unattainable metric. This exceeded expectations for sales leadership since I was not expected to run sales at the time of my hire. Primary stakeholder CEO, CRO.
  • Selected as foundational member of the Bambee Culture Committee. Primary responsibilities centered around remote and in person cultural initiatives including but not limited to: DEI learning initiatives/events, remote/zoom cooking classes, hybrid trivia nights (trivia hosted in person with remote team members joining in from across the US), end of year company conference, and various party planning events.
  • Year 3&4 Built and deployed Bambee HR Autopilot. A new go to market training that included a newly optimized sales process that included sales discovery built into salesforce and new client servicing expectations for HR account managers and customer success teams. The training initiative resulted in the sales team exceeding goal by 10% in the following quarter. This also elevated our CSAT scores from our customers from 40% to 65% in less than 1 quarter. Primary stakeholders were CEO, CMO, CRO and all people leaders.
  • Scaled the learning/enablement team to 5 professionals responsible for all learning and enablement functions. (onboarding, new hire training, customer QA, re-skilling) which resulted in our ability to maintain or exceed sales and service SLAs on a continuous basis.

Director of Learning Development

Ziprecruiter
Santa Monica, CA
09.2014 - 09.2018
  • Envisioned a new way to approach employee onboarding and training by building a 1 month Ziprecuiter University certification process. This included a concept called a training bay that allowed new reps 2 weeks to incubate before moving to their actual manager. This was accomplished by scaling the L&D team from 1 to 9 members in 4 years supporting 600+ sales, cs, and account management professionals. Primary stakeholders were SVP of Sales and SVP of HR.
  • Exceed SVP of HR expectations by assuming ownership of all onboarding in Santa Monica CA., Tempe AZ., and Tel Aviv Israel.
  • Implemented sales strategies that reduced sales ramp from 4 months to 1 month. As part of Zip University these strategies were based on SPIN & Challenger Sales methodologies (spin for AE and Strategic, Challenger for Strategic only). Primary stakeholders were SVP of Sales, CRO, SVP HR.
  • Increased month 1 production of all sales reps that graduated from new curriculum. This resulted in a 46% lift from all previous graduates of old curriculum that was designed and implemented prior to my arrival.
  • Recurring project manager and keynote speaker for our annual sales conference attended by 200 sales and marketing team members. Hosted in both Santa Monica CA., and Phoenix AZ.
  • Scoped, formulated, and deployed onboarding/training outlines for all departments including sales, account management, partner teams (ADP sales reps), tech/product, marketing. Exceeded initial expectations and scope by including all teams as opposed to just customer facing units. Primary stakeholder was SVP of HR.

Sr. Manager Sales Enablement

Livingsocial
Washington DC, Santa Monica, CA
06.2011 - 09.2014
  • Transitioned from highest revenue generating account executive to sales enablement by building enablement programs while still maintaining one of the largest books of business in company history. (Whales winner circle 2011 and 2012, 2011 top revenue for inside sales account executive)
  • Lead Sales training boot camp for all LA based account executives (2 weeks) that resulted in 76% of new hires hitting goal in month #1 during my first quarter in my new role.
  • Implemented best practices from my award winning sales process that reduced idle time by 40% while simultaneously helping LA sales teams maintain an average of 3 hours of talk time daily.
  • As a member of the enablement team orchestrated our annual sales conference in Maryland attended by 500+ sales professionals annually. Keynote speaker 2 years running.
  • Published content and learning assessments on blackboard for learning via salesforce (lms platform from cornerstone).

Education

University of Toledo/Orange Coast College

Certification

SHRM Certified Professional (SHRM-CP)

Additional Information

  • 2023 Q4 Iron Person Award - Hearth
  • 2020 Bambee Employee MVP - Bambee Year in Review Conference
  • 2014 Ziprecruiter MVP - Annual Sales Conference
  • Top inside sales professional Livingsocial 2012 - Livingsocial (Company Leader Award)
  • Champion of Good Ideas (prospecting workshops) - Livingsocial (Santa Monica office Award)
  • Annual Awards Certificate of Achievement (2001-2004) - The American Heart Association

Work Availability

monday
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saturday
sunday
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Quote

Launch quickly, iterate obsessively!

Timeline

Head of Sales Enablement

Lexipol
03.2024 - Current

Sr. Director Sales Training & Development

Hearth
09.2022 - 02.2024

VP, Learning Development

Bambee
01.2019 - 06.2022

Director of Learning Development

Ziprecruiter
09.2014 - 09.2018

Sr. Manager Sales Enablement

Livingsocial
06.2011 - 09.2014

University of Toledo/Orange Coast College

LinkedIn

https://www.linkedin.com/in/brian-morrison-shrm-cp-1b998431/

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