Director, Human Resources

Tyler-Technologies-29572f8; Plano (TX); On-site; USD 120,000 - 170,000; Full time

Job summary

Tyler Technologies seeks a Director, Human Resources for Sales to act as a strategic partner to senior sales leaders, aligning people strategies with growth objectives. The role leads organizational design, leadership development, and talent strategies to drive transformation across the sales organization.

The successful candidate will coordinate HR colleagues supporting sales across divisions, ensuring alignment with enterprise talent strategies and execution of plans.

Qualifications

• 10+ years of progressive HR leadership experience, including HRBP leadership supporting sales teams
• Expertise in organizational design and workforce planning
• Experience leading complex organizational change initiatives

Responsibilities

• Serve as a strategic business partner to senior sales leaders, aligning people strategies with business objectives
• Lead organizational design initiatives to optimize structure, roles, spans and layers, and drive accountability
• Develop leadership pipelines, succession planning, and talent reviews for the sales organization
• Collaborate with Finance, Compensation, and Talent Development to align incentives and leadership development
• Drive change management and targeted development solutions across the Sales function

Skills

Executive presence

HR leadership

Organizational design

Workforce planning

Change management

Matrix leadership

Data analysis

Education

Bachelor's degree in HR, Business Administration, Organizational Development

Tools

HRIS

HR analytics

Job description

The Director, Human Resources for Sales, serves as a strategic business partner to senior sales leaders and a key member of the Human Resources team, driving organizational effectiveness, leadership capability, talent strategies, and business transformation across the sales organization.

This role partners closely with sales executives to align people strategies with business objectives, ensuring the organization has the structure, leadership, talent, and capabilities needed to achieve growth goals. The Director leads complex organizational design initiatives, advises on sales incentive compensation strategy, develops leadership pipelines, and drives change management efforts across the Sales function.

The successful candidate will coordinate and guide the work of HR colleagues supporting sales organizations across divisions, ensuring alignment, consistency, and execution of enterprise talent strategies.

Responsibilities

Strategic Business Partnership

• Serves as a trusted advisor to senior sales leaders on organizational, talent, and leadership matters.
• Translates business priorities into actionable people strategies that drive growth, performance, and organizational effectiveness.
• Partners with leaders to identify workforce challenges and opportunities and implement sustainable solutions.
• Facilitates workforce planning and talent alignment initiatives to support strategic growth objectives.

Organizational Design & Effectiveness

• Leads organizational design initiatives to optimize structure, roles, spans and layers, decision‑making, and team effectiveness.
• Uses workforce and talent data to provide insights and recommendations that improve organizational performance.
• Evaluates organizational capabilities and develop recommendations that enhance agility, scalability, and business outcomes.
• Drives organizational effectiveness assessments and implement solutions that improve execution and accountability.
• Partners with Sales Leadership, Finance, and Compensation teams to provide perspective on design of incentive compensation programs that align with business objectives.
• Supports annual plan design, implementation, communication, and change management efforts.
• Builds and executes leadership development strategies that strengthen leadership effectiveness at all levels of the sales organization in partnership with our Talent Development team.
• Executes succession planning and talent review processes that identify and accelerate high-potential talent.
• Partners with Talent Development and business leadership to create leadership pipeline programs that ensure a robust and diverse future leadership bench.
• Partners with Talent Development to deliver targeted development solutions for our Sales function.
• Coaches leaders on talent assessment, development planning, performance management, and employee engagement.
• Leads and supports complex organizational change initiatives across the sales organization.
• Develops change management strategies that drive adoption, engagement, and sustainable business results.
• Equips leaders with tools and capabilities to effectively lead through change.

Matrix Leadership & Cross‑Functional Collaboration

• Partner with HR resources across multiple business units and functions to ensure consistent delivery and execution.
• Collaborate closely with Centers of Excellence including Talent Development/L&D, Total Rewards, and Talent Acquisition teams.
• Build strong partnerships with Finance, Sales Operations, and business leaders to support enterprise goals.

Qualifications

• 10+ years of progressive HR leadership experience, including significant HR Business Partner leadership experience supporting sales organizations.
• Demonstrated expertise in organizational design, workforce planning, and organizational effectiveness.
• Experience leading complex organizational change initiatives.
• Strong executive presence with the ability to influence senior leaders and drive decisions through collaboration.
• Ability to lead through influence in a matrixed environment without direct authority.
• Strong analytical, problem‑solving, and consulting skills.

Preferred

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, or related field.
• Experience supporting large, geographically dispersed sales organizations in one or more of the following types of organizations; S&P 500, SaaS Software, Payments/FinTech, or Public Sector.
• Background in high‑growth, transformation, or highly matrixed environments. Change management certification or demonstrated expertise in large‑scale transformation efforts. SPHR or SHRM‑SCP Certification.