Director | Retail Leadership and Commercial Strategy – Leadership Evolution (Independent, Remote)

For senior retail and commercial leaders ready to apply their leadership capability in a more autonomous ownership-based structure.

This opportunity is particularly relevant for professionals with leadership experience across:

Retail operations

Buying and merchandising

Brand or marketing leadership

E-commerce or omni-channel leadership

Customer insights or commercial strategy

Planning trading or retail performance leadership

Youve spent years inside retail. Whether you led in operations buying merchandising brand e-commerce customer insights planning or marketing - retail shaped you.

You understand pace. Seasonality. Commercial pressure. Cross-functional collaboration. Creative and analytical thinking operating side by side.

Youve worked across functions delivered turnover growth built teams under pressure and adapted through trading cycles and transformation.

Retail leaders think differently.

They anticipate the next season before it arrives. They read customer behaviour and translate insight into action. They align teams across departments to drive performance. They build culture while delivering numbers.

But over time many senior retail leaders recognise something more difficult.

The constant need to respond to shifting markets and customer landscapes often means executing strategy within structures you do not fully shape — navigating restructures implementing performance management and carrying the weight of operational change.

And at some point a realisation emerges.

Managing performance and executing directives is not the same as leading vision and growth.

Many capable retail leaders sit just below full strategic control - responsible for delivering business outcomes - yet internally drawn toward a more expansive form of leadership.

Leadership of self.

Leadership of others.

Leadership with ownership.

A Different Model of Leadership

Evolved Success operates within a structured global leadership education platform designed for experienced professionals ready to evolve how they lead - and how they apply their commercial capability.

This is an independent performance-based Director-level role within a defined commercial leadership education model.

The Role

The Director of Leadership Evolution operates within a structured commercial education framework designed to develop leadership capability at depth.

This position centres on two outcomes:

1. Advancing your own leadership capability through structured professional development
2. Introducing established leadership education products to experienced professionals actively seeking growth

You will operate independently applying the enterprise retail leadership experience you have developed - including commercial judgement P&L ownership cross-functional leadership revenue and margin accountability and high-performance team development.

Retail environments demand brand and customer strategy omni-channel awareness customer insights business model innovation executive stakeholder management and the ability to lead through retail transformation.

Those capabilities transfer directly into this model.

Commercial outcomes are generated when professionals choose to invest in structured leadership education products. Revenue is directly linked to performance within this independent structure.

This is an autonomous outcome-based model designed for experienced leaders comfortable with accountability and ownership.

Structure

Independent contractor model

Remote flexibility across the United States

Performance-based income structure

Full systems and structured professional development provided

Access to optional in-person professional development events in Phoenix and Chicago

Who This Is For

This role is designed for experienced leaders seeking meaningful change in their corporate trajectory.

It is for retail professionals who have reached a level of responsibility and performance - and are now questioning whether continuing to execute within existing structures is the right next chapter.

You may recognise that your leadership capability has outgrown the environment in which it is currently applied.

You may be ready to explore a structure where:

Leadership development is central not secondary

Commercial reward is directly linked to performance

Flexibility and autonomy are part of the model

Growth is not capped by organisational hierarchy

This opportunity is most relevant to professionals intentionally exploring alternatives to traditional employment structures.

Application Process

Applicants whose experience and screening responses indicate potential alignment will be invited to a short initial alignment discussion.

The purpose of this first conversation is simply to determine whether the structure and pathway are mutually aligned before progressing further.