HR Business Partner - Commercial Sales Team

MODE Global•Dallas, TX

4d•Onsite

About The Position

MODE Global is seeking an HR / Commercial Business Partner to serve as a dedicated HR partner embedded within our Commercial Sales organization. This is a unique opportunity for an HR professional who wants to operate at the intersection of people, performance, and revenue. You'll partner directly with the SVP of Commercial Sales while working closely with Human Resources to build and develop sales talent, accelerate new-representative ramp-up, administer performance processes, and advise leadership on people decisions that impact the business. You won't simply support HR processes—you'll help build the people infrastructure behind a growing commercial sales organization.

Requirements

Bachelor's degree in Human Resources, Business, Organizational Development, or a related field, or equivalent experience.
5+ years of progressive HR experience, including at least 2 years as an HR Business Partner or generalist supporting a sales organization.
Hands-on experience designing or delivering onboarding and training programs.
Working knowledge of performance management, employment law, and compensation fundamentals.
Experience with an HRIS and Microsoft Office.
Comfort working with data, reporting, and people analytics.
Strong communication, coaching, and relationship-building skills.

Nice To Haves

SHRM-CP, SHRM-SCP, PHR, or SPHR certification.
Experience supporting B2B, commercial, or service-based sales organizations.
Experience with sales incentive plans and sales enablement platforms.

Responsibilities

Design and maintain structured 30/60/90-day onboarding plans for new commercial sales representatives.
Partner with Commercial Sales leadership and the Commercial Sales Engineer to develop training on MODE's services, sales processes, CRM, and client-value selling.
Coordinate orientation, systems access, equipment, and cross-functional introductions.
Facilitate field shadowing, role-play, call reviews, and certification checkpoints.
Establish onboarding buddies or mentors and conduct 30-, 60-, and 90-day check-ins.
Gather feedback from new hires and managers and continuously improve the onboarding experience.
Develop ongoing training, skills refreshers, product updates, and leadership development opportunities for tenured representatives.
Track ramp-time metrics, including time to first meeting, proposal, and closed deal.
Administer the commercial team's performance management cycle, including goal setting, check-ins, annual reviews, and calibration.
Partner with sales leadership to establish role-based performance criteria that balance sales results with behaviors such as collaboration, coachability, CRM discipline, and client-value selling.
Ensure performance expectations are documented, communicated, and applied consistently.
Coach sales managers on feedback, documentation, and difficult conversations.
Manage performance improvement plans in partnership with HR leadership and Employee Relations.
Analyze performance trends and recommend actions to address performance or ramp-time gaps.
Partner with Recruiting on workforce planning, job profiles, sourcing strategies, structured interviews, and offer recommendations.
Advise on organizational structure, territory changes, role leveling, promotion readiness, and succession planning.
Partner with Finance and HR leadership on sales compensation, commission and bonus plans, and pay equity.
Support change management when sales strategy, organizational structure, or incentive programs evolve.
Serve as a primary HR point of contact for the Commercial Sales organization.
Address employee concerns and escalate complex matters appropriately.
Conduct stay interviews and monitor engagement and retention trends.
Identify opportunities to retain and develop high-performing sales professionals.
Apply HR policies and employment requirements consistently across the organization.
Provide monthly reporting on headcount, attrition, ramp time, and performance distribution.
Identify trends and translate people data into actionable recommendations for Commercial Sales and HR leadership.
Monitor onboarding and retention outcomes to identify opportunities for improvement.