Director - Human Resources, KBA Sales

Kohler Co.•Kohler, WI

1d•Remote

About The Position

The HR-Director, KBA (Sales), serves as the senior people and organization advisor to the KBA Sales Leadership Team. The role shapes and directs an HR agenda closely aligned with commercial strategy, with particular focus on unit growth, margin expansion, sales force effectiveness, culture evolution, and stronger performance outcomes across a newly organized team. 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.

Requirements

Bachelor's degree in Human Resources, Business, Organizational Development or a related field, or equivalent experience.
Typically 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.
Applicants must be authorized to work in the US without requiring sponsorship now or in the future.

Nice To Haves

Master's 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.

Responsibilities

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.
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.
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.
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.
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.
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.