Director Go to Market

PVH Corp.; Amsterdam; On-site; EUR 140,000 - 190,000; Full time

Benefits offered by this job

Wellbeing benefits

Job summary

PVH Corp. is seeking a Director of Go-To-Market to lead the go-to-market function, owning the vision, operating model, governance and evolution of end-to-end GTM processes.

You will translate business priorities into departmental plans, roadmaps and performance measures, and lead delivery through managers and GTM professionals. The role requires aligning cross-functional stakeholders, shaping the GTM change agenda and building sustainable capability across the organization.

Qualifications

• 12+ years in Go-To-Market, strategy or operations, FMCG/retail preferred.
• Bachelor’s degree; Master’s degree or professional certification preferred.
• Proven experience building operating models, governance and cadence.
• Strong executive communication and influencing abilities.
• Experience leading managers and senior professionals.

Responsibilities

• Define GTM vision, strategy and multi-year roadmap.
• Lead transformation of GTM process from concept to market.
• Translate strategy into objectives, plans and measures.
• Evolve GTM operating model, governance, standards and playbooks.
• Drive cross-functional planning and governance forums.

Skills

Executive communication

Influencing

Strategic thinking

Leadership

Education

Bachelor’s degree

Master’s degree preferred

Job description

About the team

The Go-To-Market team enables consistent, effective and scalable execution of the end-to-end Go-To-Market process. The team defines and maintains the operating model, governance, standards, milestones, decision rights, playbooks and enabling capabilities that help cross-functional teams align priorities, make timely decisions and bring products and initiatives to market effectively. Working closely with Product, Marketing, Consumer Brand Experience, Sales, Operations, Finance, Merchandise Planning and other cross-functional partners, the team creates clarity and accountability across the Go-To-Market lifecycle and continuously strengthens how the organization plans and executes. The Go-To-Market process is the backbone of how the Tommy Hilfiger brand delivers the very best products from concept to consumer. Through their leadership, the Director ensures this process builds compelling collections that meet consumer needs, delivers positive employee experiences for a broad group of team members, and that we move closer to consumers.

About the job

As Director, Go-To-Market, you lead the Go-To-Market function and own the vision, operating model, governance and continued evolution of the organization’s end-to-end Go-To-Market process. You translate business priorities into departmental plans, portfolio priorities, decision rights, performance measures and scalable ways of working. You lead delivery through managers and GTM professionals and are accountable for the team’s performance, capability, resources and sustainable delivery. The role balances enterprise consistency with the flexibility required across different businesses, products and initiatives. You create clarity across complex cross-functional dependencies, shape and sponsor the GTM change agenda, and ensure that decisions are made by the appropriate owners at the right time. The role reports to the VP, Product Strategy & Operations and partners closely with senior functional leaders across the organization.

Key responsibilities

• Define the Go-To-Market vision, functional strategy and multi-year roadmap, ensuring the GTM operating model remains aligned with business priorities and supports effective cross-functional execution.
• Lead transformation of our Go-To-Market process for the Product organization from creative brief to market launch, moving the organization toward a more effective and efficient future state model.
• Translate strategy into departmental objectives, operating plans, performance measures and clear accountabilities, ensuring the GTM team delivers agreed outcomes and continuously improves the effectiveness of the end-to-end process.
• Own and evolve the GTM operating model, including its principles, phases, milestones, governance, standards, decision rights, escalation paths, operating cadence, playbooks and knowledge assets.
• Lead delivery through managers and GTM professionals by setting direction, delegating accountability and decision-making at the appropriate level, and holding leaders and team members accountable for agreed outcomes.
• Establish effective cross-functional planning and governance forums that create visibility of milestone readiness, decisions, dependencies, risks and ownership, ensuring issues are resolved or escalated to the appropriate decision owner.
• Set priorities across the GTM portfolio and manage the function’s resources and allocated resources within delegated authority; make or recommend decisions to accelerate, sequence, defer, reduce in scope or stop work based on business value, urgency, risk, dependencies and available capacity.
• Establish and develop strong communications tools for all stakeholders to ensure clarity of accountability, deliverables, and timelines.
• Build trusted relationships with senior cross-functional stakeholders, constructively challenge assumptions and requests, clarify business and delivery implications, and align realistic scope, sequencing, ownership and timing.
• Define GTM success measures and ensure reliable management information is available; use data, stakeholder feedback and business outcomes to assess performance and maturity, identify systemic issues and redirect attention or resources.
• Sponsor continuous improvement across process, data, enabling technology, organizational design and ways of working, ensuring proposed solutions are scalable, practical and deliver measurable value.
• Shape and sponsor the GTM change agenda, ensuring managers and cross-functional partners translate changes into coherent plans, communication, capability building and sustained adoption.
• Create the conditions for sustainable delivery by aligning commitments with available capability and capacity, addressing structural resource or skill gaps and preventing unnecessary churn or unresolved pressure from cascading through the organization.
• Build organizational capability through workforce planning, recruitment, performance management, coaching and succession; foster an inclusive culture of accountability, collaboration, learning and continuous improvement.

The ideal candidate

• 12+ years of progressive experience in Go-To-Market, strategy and operations, program management, business operations, organizational effectiveness or a related field, preferably within fast-moving consumer goods (FMCG), apparel and/or footwear, including substantial experience leading managers and senior professionals.
• Bachelor’s degree, or the equivalent in relevant experience, required; a Master’s degree or relevant professional certification in business, operations, strategy, program management or a related discipline is preferred.
• Proven experience defining, implementing and evolving an organization-wide operating model or complex cross-functional business process, including governance, standards, decision rights and operating cadence.
• Strong understanding of the end-to-end Go-To-Market lifecycle and the organizational dependencies required to coordinate priorities, decisions, milestones and execution across functions.
• Demonstrated ability to translate business strategy into departmental plans, portfolio priorities, resource choices, performance measures and measurable outcomes.
• Experience shaping and sponsoring significant organizational change, building leadership and team capability, and sustaining adoption of new processes, standards and ways of working.
• Strong executive communication and influencing capability, with the ability to simplify complex topics, constructively challenge assumptions, negotiate trade-offs and secure alignment without relying solely on direct authority.
• Strong analytical and systems-thinking capability, with experience using data, process insight and fit-for-purpose technology to identify root causes and develop scalable solutions across process, organizational and resource dimensions.
• Demonstrates sound judgment in complex and changing situations, balancing business value, urgency, risk, dependencies, quality and capacity while creating the conditions for sustainable team delivery.

Your Wellbeing is Our Priority

• Wellbeing:exclusive onsite gym and fitness classes, personal training, meditation studio, sports clubs, in-house physio, and receive access to our nutritional and wellbeing programs
• Campus:extensive food and beverage offerings, top-notch restaurant, barista coffee bars, sky bar, monthly social events, weekly Thursday drinks, game nights, and campus-themed activities that will keep your social life busy

About PVH

We are brand builders who focus our passion and creativity to build Calvin Klein and TOMMY HILFIGER into the most desirable lifestyle brands in the world and at the same time position PVH as one of the best-performing brand groups in our sector. Guided by our values and enabled by our scale and global reach, we are driving fashion forward for good, as one team with one vision and one plan. That’s the Power of Us, that’s the Power of PVH+. One of PVH’s greatest strengths is our people. Our collective desire is to create a workplace environment where every individual is valued, and every voice is heard, and we are committed to fostering an inclusive and diverse community of associates with a strong sense of belonging. Learn more about Inclusion & Diversity at PVH here.

Equal Opportunity Employer

PVH Corp. or its subsidiary ("PVH") is an equal opportunity employer and considers all applicants for employment on the basis of their individual capabilities and qualifications without regard to race, ethnicity, color, sex, gender identity or expression, age, religion, national origin, citizenship status, sexual orientation, genetic information, physical or mental disability, military status or any other characteristic protected under federal, state or local law. In addition to complying with all applicable laws, PVH is also committed to ensuring that all current and future PVH associates are compensated solely on job-related factors such as skill, ability, educational background, work quality, experience and potential. We are brand builders who focus our passion and creativity to build Calvin Klein and Tommy Hilfiger into the most desirable lifestyle brands in the world and at the same time position PVH as one of the best-performing brand groups in our sector.