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Commercial Capability Director Jobs (NOW HIRING)

WSP

Regional Commercial Director - US Water

Manhattan, NY · On-site

$166K - $272K/yr

Commercial Director - US Water The Regional Commercial Director - Water provides commercial ... Coach and mentor leaders to strengthen commercial capability across the region. * Contribute to ...

WSP

Regional Commercial Director - US Water

Manhattan, NY · On-site

$166K - $272K/yr

Commercial Director - US Water The Regional Commercial Director - Water provides commercial ... Coach and mentor leaders to strengthen commercial capability across the region. * Contribute to ...

WSP

Regional Commercial Director - US Water

Manhattan, NY · On-site

$166K - $272K/yr

Commercial Director - US Water The Regional Commercial Director - Water provides commercial ... Coach and mentor leaders to strengthen commercial capability across the region. * Contribute to ...

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Commercial Capability Director information

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$41K

$151.3K

$399K

How much do commercial capability director jobs pay per year?

As of Sep 10, 2026, the average yearly pay for commercial capability director in the United States is $151,252.00, according to ZipRecruiter salary data. Most workers in this role earn between $111,000.00 and $157,500.00 per year, depending on experience, location, and employer.

What is a commercial capability director?

A Commercial Capability Director is a senior leader responsible for developing and implementing strategies to enhance the commercial effectiveness of an organization. This role focuses on building skills, processes, and tools that improve sales, marketing, and customer engagement performance. They often collaborate with cross-functional teams to ensure commercial teams are equipped with the right knowledge and capabilities to achieve business goals. The Commercial Capability Director plays a critical role in driving business growth by ensuring that commercial teams operate at their highest potential.

What are the key skills and qualifications needed to thrive as a commercial capability director?

To thrive as a Commercial Capability Director, you need expertise in commercial strategy, business development, and leadership, often backed by a degree in business or a related field. Familiarity with CRM platforms, data analytics tools, and relevant certifications such as PMP or Six Sigma are commonly required. Exceptional communication, stakeholder management, and change leadership skills set top performers apart in this role. These competencies are crucial for driving commercial excellence, fostering innovation, and achieving sustainable business growth.

How does a commercial capability director typically collaborate with other departments to drive business growth?

A Commercial Capability Director works closely with cross-functional teams such as sales, marketing, HR, and product development to align business strategies and enhance commercial effectiveness. Collaboration often involves identifying skill gaps, designing training programs, and implementing best practices that support revenue growth and market expansion. Regular meetings and joint initiatives with department heads help ensure that capability-building efforts are integrated with broader organizational goals. This collaborative approach fosters a culture of continuous improvement and positions the company for long-term success.

What is the difference between Commercial Capability Director vs Commercial Manager?

AspectCommercial Capability DirectorCommercial Manager
ResponsibilitiesOversees strategic development of commercial capabilities, leads large teams, and aligns business growth initiatives.Manages day-to-day commercial operations, negotiates contracts, and supports sales teams.
Required CredentialsTypically requires advanced degrees (MBA, related certifications), extensive industry experience.Often requires relevant bachelor’s degree, some experience in sales or marketing.
Work EnvironmentStrategic, leadership-focused, often in corporate offices or headquarters.Operational, client-facing, often in regional offices or sales environments.

The Commercial Capability Director focuses on strategic development and long-term growth of commercial functions, while the Commercial Manager handles daily operations and client relationships. Both roles are vital but differ in scope and seniority within organizations.

What are popular job titles related to Commercial Capability Director jobs?

For Commercial Capability Director jobs, the most frequently searched job titles are:

Director, Human Resources

Fort Mill, SC • On-site

Samuel Packaging Systems Group
See more jobs at Samuel Packaging Systems Groupexternal

Other

Re-posted 6 days ago

Key responsibilities

  • Partner with senior leaders to align people strategy with go‑to‑market, customer, and procurement objectives.

  • Design, implement, and refine sales variable compensation structures aligned with business priorities.

  • Build and support development programs for commercial and procurement teams to enhance skills and capabilities.

Job description

Director, Human Resources – PSG

PSG is seeking a Director of Human Resources to serve as a strategic business partner and capability builder, with a primary focus on enabling commercial excellence and procurement advantage. This role reports to the Business President / General Manager, with a dotted line to the VP, HR Operations.

This is a business‑embedded HR leadership role requiring deep understanding of go‑to‑market strategy, sales effectiveness, and procurement organizations. While PSG includes manufacturing operations, the primary value drivers are commercial execution, talent quality, and procurement capability. The HR Director will play a critical role in shaping these functions into a sustainable competitive advantage.

What You Will Do
  • Partner closely with the GM and senior leaders to align people strategy with PSG’s go‑to‑market model, customer strategy, and procurement objectives.
  • Serve as a subject‑matter leader in commercial and procurement talent practices, ensuring the business has the right structure, roles, skills, and incentives to win in the market.
  • Design, implement, and continuously refine sales variable compensation structures, ensuring they are market‑competitive, performance‑driven, and aligned with business priorities.
  • Define “what good looks like” for sales and procurement roles, including success profiles, competencies, and leadership attributes.
  • Build and support development programs for commercial and procurement teams, including areas such as negotiation skills, value‑based selling, customer management, category management, and sourcing excellence.
  • Partner with leaders to attract, develop, and retain high‑performing commercial and procurement talent, turning people capability into measurable business impact.
  • Provide perspective and guidance on performance management, talent assessments, succession planning, and organizational effectiveness for commercial and procurement teams.
  • Leverage HR tools, analytics, and systems to measure productivity, incentive effectiveness, capability gaps, and talent outcomes.
  • Operate effectively within a matrix organization, collaborating with HR Centers of Excellence while owning business‑specific execution and results.
  • Ensure compliant and disciplined application of HR policies and practices while keeping focus on speed, agility, and business outcomes.
What We’re Looking For
  • Senior HR leader with +15 years of progressive HR experience, including direct partnership with commercial (sales/marketing) and procurement organizations.
  • Demonstrated expertise in sales incentive design, commercial capability development, and procurement talent practices.
  • Strong understanding of what drives high performance in salespeople and buyers, including role clarity, incentives, skill development, and leadership behaviors.
  • Proven ability to translate business strategy into practical HR solutions that improve revenue growth, margin, and customer outcomes.
  • Experience operating in complex, multi‑channel go‑to‑market environments strongly preferred.
  • Bachelor’s degree required; MBA and SHRM/HRCI certification preferred.
  • Strong business acumen, analytical capability, and comfort using data to inform decisions.
  • Credible, influential leader who is viewed as a trusted advisor by senior commercial and procurement leaders.
  • Change‑oriented, pragmatic, and results‑driven, with high integrity, strong judgment, and a collaborative leadership style.
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