Your role:

The Director, Human Resources – Go-to-Market Vendor Organization serves as the senior HR Business Partner and strategic people leader for a commercial, vendor-facing go-to-market organization. This role partners with executive leadership to shape business strategy and drive organizational performance through people strategy, talent strategy, leadership effectiveness, culture, organizational capability, and workforce planning.

This role is accountable for the overall HR strategy for the Vendor business, ensuring the organization has the leadership, talent, structure, and capabilities required to achieve its growth objectives. As a trusted advisor to senior executives and a member of both the GTM Leadership Team and HR Leadership Team, the Director influences key business decisions, leads organizational transformation and change management, and drives enterprise talent initiatives that deliver measurable business outcomes.

In addition to serving as the lead HR executive for the business, this role leads a team of HR Business Partners, ensuring strategic HR support is delivered consistently across a complex, matrixed environment.

Business & People Strategy Leadership

• Serve as the senior HR leader for the Vendor organization, accountable for aligning talent, leadership, organizational capability, and culture with business strategy and growth objectives.

• Partner with executive leaders to identify organizational opportunities and risks that impact revenue growth, productivity, profitability, and business performance.

• Influence business decisions through workforce insights, talent analytics, succession planning, and organizational recommendations.

• Represent the Vendor organization in enterprise talent, workforce, and business planning discussions.

Organizational Effectiveness & Transformation

• Lead organizational design, workforce planning, and restructuring initiatives that support growth, scalability, and operational effectiveness.

• Drive the people strategy for significant business transformations, integrations, and organizational change efforts.

• Assess organizational health and implement solutions that improve leadership effectiveness, accountability, decision-making, and execution.

• Ensure organizational capabilities and structures evolve to meet future business requirements.

Talent & Leadership Strategy

• Own the talent strategy for the Vendor organization, including succession planning, leadership pipeline development, talent reviews, and workforce capability planning.

• Partner with leaders to strengthen leadership effectiveness and build high-performing teams.

• Drive a differentiated performance culture that rewards results, develops top talent, and addresses performance gaps.

• Partner with HR Centers of Excellence to deliver integrated talent, learning, leadership development, and rewards strategies.

HR Team Leadership

• Lead, develop, and mentor a team of HR Business Partners and HR Generalists supporting the Vendor organization.

• Build organizational capability within the HR team through coaching, development, and succession planning.

• Foster a high-performing HR team that serves as trusted advisors to business leaders.

Risk Management & Employee Relations

• Provide executive oversight and guidance on complex employee relations matters, investigations, and workforce risks.

• Partner with Legal and HR Centers of Excellence to ensure compliance with employment laws, company policies, and ethical business practices.

• Balance business objectives with employee experience while mitigating organizational risk.

• Lead sensitive organizational matters with sound judgment, discretion, and executive-level decision-making.

What you bring to the role:

• 10+ years of progressive Human Resources leadership experience, including significant experience supporting large commercial, sales, vendor, revenue-generating, or go-to-market organizations.

• Experience serving as a senior HR Business Partner, Strategic HR Business Partner, HR Director, or equivalent HR leader advising senior executives in complex, global, or matrixed organizations.

• Demonstrated success leading organizational design, organizational transformation, workforce planning, talent strategy, succession planning, leadership development, and change management initiatives.

• Experience leading and developing teams of HR Business Partners, HR Generalists, or HR professionals.

• Strong background in employee relations, leadership coaching, organizational effectiveness, workforce risk management, and performance management.

• Ability to use workforce insights, talent analytics, and business data to influence executive decision-making and improve business performance.

Preferred Qualifications

• Experience supporting sales, commercial, vendor management, channel, distribution, technology, or B2B go-to-market businesses.

• Experience operating in a global business environment with cross-functional stakeholders and shared services or HR Centers of Excellence.

• Experience with HR transformation, people analytics, talent review processes, compensation planning, and enterprise talent programs.

• Strong business and financial acumen with demonstrated ability to connect people strategy to revenue growth, profitability, productivity, and organizational performance.

• Executive presence with the ability to influence senior leaders, coach executives, and drive organizational outcomes.

Education

• Bachelor's degree strongly preferred, or equivalent combination of education and experience required.

• Advanced degree and/or SPHR, SHRM-SCP, or equivalent certification preferred.

Why This Role:

This is a highly visible leadership opportunity to shape the talent and organizational strategy for a critical Go-to-Market business. The HR Director will directly influence business performance, leadership effectiveness, organizational transformation, and workforce capability while leading a team of HR professionals and partnering with executive leaders to deliver strategic business results.

#LI-JJ

The ranges above reflect the potential annual base pay across the U.S. for all roles; the applicable base pay range will depend on the candidate’s primary work location, pay grade, and variable compensation plan. Individual base pay within each range depends on various factors, in addition to primary work location, such as complexity and responsibility of role, job duties/requirements, and relevant experience and skills. Base pay ranges are reviewed and typically updated each year. Offers are made within the base pay range applicable at the time of hire. New hires starting base pay generally falls in the bottom half (between the minimum and midpoint) of a pay range.

At Ingram Micro certain roles are eligible for additional rewards, including merit increases, annual bonus or sales incentives and long-term incentives. These awards are allocated based on position level and individual performance. U.S.-based employees have access to healthcare benefits, paid time off, parental leave, a 401(k) plan and company match, short-term and long-term disability coverage, basic life insurance, and wellbeing benefits, among others.

This is not a complete listing of the job duties.  It’s a representation of the things you will be doing, and you may not perform all these duties.