Director, Human Resources

What You Will Do

• Partner closely with the GM and senior leaders to align people strategy with PSG’s go-to-market model, customer strategy, and procurement objectives.
• Serve as a subject-matter leader in commercial and procurement talent practices, ensuring the business has the right structure, roles, skills, and incentives to win in the market.
• Design, implement, and continuously refine sales variable compensation structures, ensuring they are market-competitive, performance-driven, and aligned with business priorities.
• Define “what good looks like” for sales and procurement roles, including success profiles, competencies, and leadership attributes.
• Build and support development programs for commercial and procurement teams, including areas such as negotiation skills, value-based selling, customer management, category management, and sourcing excellence.
• Partner with leaders to attract, develop, and retain high-performing commercial and procurement talent, turning people capability into measurable business impact.
• Provide perspective and guidance on performance management, talent assessments, succession planning, and organizational effectiveness for commercial and procurement teams.
• Leverage HR tools, analytics, and systems to measure productivity, incentive effectiveness, capability gaps, and talent outcomes.
• Operate effectively within a matrix organization, collaborating with HR Centers of Excellence while owning business-specific execution and results.
• Ensure compliant and disciplined application of HR policies and practices while keeping focus on speed, agility, and business outcomes.

What We’re Looking For

• Senior HR leader with +15 years of progressive HR experience, including direct partnership with commercial (sales/marketing) and procurement organizations.
• Demonstrated expertise in sales incentive design, commercial capability development, and procurement talent practices.
• Strong understanding of what drives high performance in salespeople and buyers, including role clarity, incentives, skill development, and leadership behaviors.
• Proven ability to translate business strategy into practical HR solutions that improve revenue growth, margin, and customer outcomes.
• Experience operating in complex, multi-channel go-to-market environments strongly preferred.
• Bachelor’s degree required; MBA and SHRM/HRCI certification preferred.
• Strong business acumen, analytical capability, and comfort using data to inform decisions.
• Credible, influential leader who is viewed as a trusted advisor by senior commercial and procurement leaders.
• Change-oriented, pragmatic, and results-driven, with high integrity, strong judgment, and a collaborative leadership style.