HR Manager- Sales

Summary

The HR Manager serves as a strategic business partner to the Sales organizations across the U.S. and Canada. This role is responsible for shaping and executing people strategies that directly support revenue growth, sales productivity, and go-to-market execution.

This position acts as a trusted advisor to Sales leadership to diagnose business needs, drive talent and organizational effectiveness, and lead through significant change. The role balances strategic leadership with hands‑on execution in a fast‑paced, performance‑driven sales environment.

Strategic Business Partnership (40%)

• Partner directly with Sales leaders (VPs, Regional Leaders, and frontline managers) to align people strategy with revenue goals, business priorities, and go-to‑market execution.
• Translate business objectives into organizational, talent, and culture strategies; proactively identify risks and opportunities.
• Leverage data (engagement, turnover, performance, sales metrics) to diagnose trends and drive targeted, business-focused actions.
• Provide strategic coaching to leaders on org design, team effectiveness, and leadership capability.
• Drive engagement and retention strategies tailored to Field Sales environments (distributed workforce, travel-heavy roles, performance-based culture).
• Participate in leadership team meetings to stay closely aligned to business direction and evolving talent needs.

Talent, Succession & Development (20%)

• Assess current state of talent across Sales and build forward-looking succession and development plans.
• Define clear career paths and destination role profiles aligned to business needs.
• Partner with leaders to strengthen bench depth and readiness for critical roles.
• Support proactive external sourcing strategies for key roles, with a focus on diverse, market-representative talent.

Change Management & Organizational Effectiveness (15%)

• Lead and support change initiatives tied to integration, org design, and go-to‑market evolution.
• Guide leaders through role clarity, structural changes, and communication strategies.
• Ensure consistency and clarity in messaging during periods of change (e.g., role leveling, compensation alignment, territory shifts).
• Build leadership capability to effectively lead through ongoing transformation.

Cross-Organizational Leadership Impact (15%)

• Lead or contribute to cross-functional initiatives across Sales, Operations, and HR to drive consistency, scalability, and performance.
• Partner across HR (Talent Acquisition, Compensation, Learning & Development) to deliver integrated, business-aligned solutions.
• Play a key role in initiatives that extend beyond the immediate client group and influence broader commercial outcomes.

Core HR Operations & Employee Relations (10%)

• Provide guidance on employee relations, performance management, and policy interpretation.
• Ensure fair, consistent, and compliant handling of employee matters across the U.S. and Canada.
• Support execution of key HR processes including performance reviews, compensation cycles, and engagement surveys.
• Maintain strong partnerships with HR COEs to ensure seamless execution and support.

• Bachelor’s degree in Human Resources, Business, or related field.
• 7+ years of progressive HR experience, including direct support of commercial or sales organizations.
• Strong business acumen with the ability to connect people strategy to revenue and performance outcomes.
• Experience in talent management, organizational design, employee relations, and change management.
• Proven ability to influence senior leaders and operate as a trusted advisor.
• Comfort working in fast‑paced, evolving environments with high visibility.
• Experience using data and analytics to inform decisions and drive action.
• Knowledge of U.S.…