HR Manager- Sales

HR Manager
- Sales

Chicago, IL, US, 60601 Hybrid James Hardie is the industry leader in exterior home and outdoor living solutions, with a portfolio that includes fiber cement, fiber gypsum, composite and PVC decking and railing products. Our family of trusted brands includes Hardie, TimberTech, AZEK Exteriors, Versatex, fermacell, and StruXure. With over 8,000 employees and our U.
S. operating entities headquartered in Chicago, we boast 31 operating sites, 6 recycling facilities, and 6 research and development centers globally. Powered by a dynamic workforce, we're united by our purpose of Building a Better Future for All through sustainable innovation, a Zero Harm culture, and a commitment to empowering our people and communities.

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.

What You'll Do

• 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. Ensure development approaches prepare employees for progression in a performance-driven sales environment.
• 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.

What You'll Bring: 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. and Canadian employment laws preferred. Strong communication, judgment, and execution skills.

What Success Looks Li