Senior Director, HR Business Partner, Wholesale North America

About Sonova At Sonova, we envision a world where everyone can enjoy the delight of hearing. This vision inspires us and fuels our commitment to developing innovative solutions that improve hearing health and human connection – from personal audio devices and wireless communication systems to hearing aids and cochlear implants. We're dedicated to providing outstanding customer experiences through our global audiological care services, ensuring that everyone has the opportunity to engage fully with the world around them. Location Aurora (IL), United States Senior Director, Human Resources – Wholesale North America The Senior Director Human Resources is a newly created senior leadership role accountable for end‑to‑end HR business partnership with Sonova's Regional Wholesale leadership team. The role enables scale, consistency, and functional excellence by shaping a future‑ready, data‑driven commercial organization capable of accelerating growth through a clear operating model, fit‑for‑purpose organization design, and the capabilities, skills, and culture required for the function to enable Sonova growth and innovation. This role serves as a trusted advisor to the Wholesale Managing Director and channel leadership, ensuring HR solutions drive productivity, engagement, capability development, and sustainable performance. The Sr Director HR supports leaders in workforce and organizational decisions, drives adoption of enterprise HR products, and identifies risks early while ensuring compliance with local labor law and enterprise governance. The role is Aurora, Chicago‑based, with a hybrid structure, including 20‑30% travel requirements to visit sites regionally. Key Responsibilities Enable the teams and operating model by driving organizational effectiveness and functional readiness across the wholesale organization – both local and regional organizations. Lead org design and organization effectiveness and efficiency: shape scalable structures, roles, and governance/ways of working that improve simplicity and speed of decision‑making. Use insight and evidence (people analytics, engagement signals, performance data, feedback loops) to identify bottlenecks and design targeted interventions that improve agility, collaboration, and accountability. Coach and challenge the regional business leaders on operating model evolution, Sonova behaviors, talent decisions, and change leadership—balancing short‑term needs to deliver functional outcomes with long‑term capability. Embed a performance‑oriented environment that is fair, transparent, and standards‑driven, with clear expectations and disciplined follow‑through. Lead integration of acquired businesses, aligning structures, ways of working, and culture, while standardizing core HR practices, balancing global frameworks with local needs. Build a unified culture across Wholesale—connecting diverse brands, silo team structures, and leadership approaches into one Wholesale with shared purpose and ways of working. Shift from siloed to collaborative delivery by strengthening cross‑functional teaming, role clarity, and shared outcomes (customer impact, growth, and brand/channels strength). Embed modern ways of working (agile collaboration, experimentation and learning, continuous improvement) to increase speed‑to‑market and customer‑centric execution. Design and execute a change approach covering narrative, communications, stakeholder engagement, change impact, and resistance management. Build change capacity within people leaders and teams by implementing practical interventions, enabling toolkits that make the new Wholesale operating model stick. Own talent and workforce strategy for the assigned segment in partnership with the HR Centers of Expertise: strategic workforce planning, critical roles, succession pipelines, and build/buy/borrow decisions. Define and build future commercial capabilities (data‑driven decision‑making, customer insights, martech and digital fluency, content and brand excellence, commercialization, experimentation). Strengthen leadership capability at all levels—combining future sales/commercial expertise with high‑quality people leadership and team effectiveness. Create career paths and capability journeys for key commercial disciplines, enabling internal mobility, progression, and transparent development pathways. Scale upskilling/reskilling through digital and blended learning solutions and targeted developmental experiences and programs to enable a skills‑based organization. More About You 10+ years in HR with significant time as a senior HRBP in a complex, multi‑state and consumer/technology/industrial/healthcare industries, combined with experience within Commercial, Wholesale or Sales environment. Experience in leading organization, function, state or team transformation with measurable adoption and business impact. Strong background in organizational development: org design, role clarity, governance, spans/layers, decision rights, and org health interventions. Demonstrated experience in workforce planning and capability frameworks/career architecture, including critical roles, succession, and workforce shaping. Effective partnering closely with Centers of Expertise (Talent, Rewards, L&D) and translating CoE solutions into functional org and people outcomes. Strong commercial mindset and understanding of business growth levers (customer, brand, portfolio, pricing/value, channel performance) and how B2B commercial teams enable objectives. Trusted advisor who has proven experience in coaching and challenging senior leaders. Proven capability in change leadership and adoption. Strong stakeholder management across diverse geographies and teams; able to align leaders with competing priorities. Demonstrates “modern, commercial HR”: performance focus, clarity, pragmatism, and fairness, with high integrity. Systems thinker: sees interdependencies across operating model, talent, culture, governance, and incentives. Strong data orientation: uses people analytics and insights to diagnose issues, prioritize interventions, and track effectiveness. Outcome‑led and practical: can simplify complexity, make good trade‑offs, and drive decisions to closure. Comfortable with ambiguity and pace; thrives in perform and transform mode (new function, new ways of working while enabling the organization to deliver short‑term outcome). Technical Requirements A minimum of 200 Mb/sec download and 10 Mb/sec upload speed internet connectivity is required to support any remote/hybrid employee functionality at Sonova. Compensation and Benefits This role’s pay range is between $233,000 – $310,000. The role is also bonus‑eligible. Medical, dental and vision coverage Health Savings, Health Reimbursement, Flexible Spending/Dependent Care Accounts TeleHealth options 401(k) plan with company match Company‑paid life/AD&D insurance Additional supplemental life/AD&D coverage available Company‑paid Short/Long‑Term Disability coverage (STD/LTD) STD/LTD buy‑ups available Accident/Hospital Indemnity coverage Legal/ID Theft Assistance PTO (or sick and vacation time), floating Diversity Day, and paid holidays Paid parental bonding leave Employee Assistance Program (24/7 mental health support hotline, 5 company‑paid counseling sessions and more) Robust internal career growth opportunities Tuition reimbursement Hearing aid discount for employees and family Internal social recognition platform *Plan rules/offerings dependent upon group, company or location. Work Environment At Sonova, we prioritize the well‑being of our employees and foster an inclusive environment that promotes engagement and collaboration. Our customized hybrid work model empowers teams to balance individual needs with business goals, offering flexibility and individualized time management. We recognize the importance of life outside of work and strive to create a supportive and motivating workplace where innovation thrives. Equal Opportunity Statement Sonova is an equal opportunity employer. We team up, grow talent, and collaborate with people of diverse backgrounds to win with the best team in the marketplace. We guarantee every person equal treatment in regard to employment and opportunity for employment, regardless of a candidate's ethnic or national origin, religion, sexual orientation or marital status, gender, gender identity, age, disability or any other legally protected status. #J-18808-Ljbffr Sonova USA, Inc.