Director Human Resources, KBA Sales

This leader brings broad and deep HR expertise strong commercial judgment and the credibility to advise challenge and influence senior leaders. The Director converts business strategy into workforce organization talent leadership and culture actions; diagnoses complex business issues through data and organizational insight; and mobilizes the right HR resources to deliver sustainable results.

Primary Business Outcomes

• Strengthen organization capability and leadership effectiveness in support of unit and margin growth.
• Create clear accountabilities decision rights role clarity and operating rhythms across the newly organized Sales team.
• Raise the performance bar through differentiated talent actions stronger goals candid feedback and consistent accountability.
• Accelerate culture evolution by embedding the leadership behaviors and ways of working required for growth.
• Improve workforce productivity and talent return on investment through disciplined organization design workforce planning and people analytics.

Specific Responsibilities

Strategic Business Partnership and Commercial Impact

• Act as the senior HR business partner to the KBA Sales Leadership Team providing authoritative counsel on business organization talent culture and change priorities.
• Build a sophisticated understanding of sales channels customers market dynamics growth drivers cost structure and margin levers; use that insight to shape the people agenda.
• Translate commercial strategy into an integrated workforce and organization plan with clear priorities measures ownership and sequencing.
• Challenge assumptions surface organizational risks and present options and trade-offs that improve decision quality and business performance.
• Mobilize HR centers of expertise and other partners to deliver integrated solutions rather than stand-alone HR programs.

Organization Design and Strategic Workforce Planning

• Lead organization design for the Sales organization including structure spans and layers role clarity decision rights interfaces capabilities and resource allocation.
• Develop strategic workforce plans using internal and external insights and complex resourcing scenarios to address current needs and future commercial capabilities.
• Diagnose organization effectiveness barriers and redesign structures roles governance and work processes to improve speed accountability and customer focus.
• Ensure organization and workforce choices balance growth capability cost and sustainable execution.

Performance Rewards and Sales Force Effectiveness

• Partner with Sales leaders to establish clear performance expectations measurable outcomes and differentiated accountability across leaders and teams.
• Use performance productivity talent and business data to identify root causes patterns and opportunities to improve sales execution and organizational performance.
• Partner with Compensation Finance and Sales Operations on sales incentive design and program effectiveness ensuring rewards reinforce profitable and sustainable growth.
• Coach leaders through difficult performance decisions and ensure timely fair and consistent action where expectations are not met.

Talent Strategy Succession and Leadership Capability

• Own the Sales talent strategy including talent reviews succession planning leadership pipeline development critical role planning and retention risk mitigation.
• Assess leadership and organizational capability against future business needs; recommend build buy move or exit actions.
• Accelerate high-potential and critical talent through differentiated development experiences sponsorship and succession actions.
• Provide executive coaching and candid feedback that strengthens leadership impact team effectiveness and accountability.

Culture and Transformational Change

• Lead the people and culture dimensions of Sales transformation ensuring alignment across related initiatives and sustained adoption of new behaviors and ways of working.
• Define the culture shifts required to deliver the Sales strategy and translate them into specific leader expectations talent practices and team routines.
• Build leadership alignment and stakeholder commitment; anticipate resistance and use structured change approaches to maintain engagement and performance through ambiguity.
• Facilitate constructive conflict and difficult conversations that enable faster decisions and stronger cross-functional execution.

People Analytics

• Form and test complex hypotheses using workforce talent engagement turnover productivity and business data to diagnose underlying performance issues.
• Establish a focused people scorecard and operating rhythm that tracks leading and lagging indicators tied to commercial priorities.

• Bachelors degree in Human Resources Business Organizational Development or a related field or equivalent experience.
• 10 years of broad and progressively responsible HR experience including deep experience as a business partner to senior leaders in a large complex organization.
• Demonstrated experience shaping business-aligned workforce strategy and leading organization design talent strategy succession planning performance improvement and transformational change.
• Experience using workforce and business data to diagnose complex issues develop strategic insights and influence decisions.
• Proven ability to build credibility quickly challenge senior leaders constructively and lead through ambiguity and competing stakeholder priorities.

Preferred

• Masters degree or equivalent advanced study and/or relevant HR certification.
• Experience supporting commercial sales or customer-facing organizations with accountability for growth profitability or sales force effectiveness.
• Experience working through significant business transformation organization redesign and culture evolution.
• Experience advising on sales incentives performance differentiation and leadership team effectiveness.

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