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Director Level Jobs in Alabama (NOW HIRING)

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Director Level information

See Alabama salary details

$20.3K

$90.7K

$169.1K

How much do director level jobs pay per year?

As of Sep 8, 2026, the average yearly pay for director level in Alabama is $90,695.00, according to ZipRecruiter salary data. Most workers in this role earn between $49,050.00 and $130,237.00 per year, depending on experience, location, and employer.

What does a director level position entail?

A Director-level position typically involves leading a department or a significant function within an organization. Directors are responsible for setting strategic goals, managing budgets, overseeing teams or managers, and ensuring that their area aligns with the company’s overall objectives. They play a critical role in decision-making and often report to Vice Presidents or C-suite executives. Directors must have strong leadership, communication, and analytical skills, as well as significant experience in their field.

What are the key skills and qualifications needed to thrive as a director, and why are they important?

To thrive as a Director, you need strong leadership, strategic planning, and decision-making skills, typically supported by a relevant degree and significant managerial experience. Familiarity with project management tools, data analytics platforms, and budgeting systems is often required, along with relevant industry certifications. Exceptional communication, emotional intelligence, and the ability to inspire and mentor teams are standout soft skills in this role. These qualifications are crucial for driving organizational goals, leading high-performing teams, and effectively navigating complex business challenges.

What are some common challenges faced by directors when leading cross-functional teams?

Directors often oversee cross-functional teams, which means collaborating with professionals from various departments, each with their own priorities and working styles. One common challenge is aligning diverse teams around shared objectives while managing potential conflicts or communication barriers. Directors must also ensure consistent progress by setting clear goals, facilitating collaboration, and maintaining transparency across the team. Successfully navigating these challenges requires strong leadership, adaptability, and a strategic mindset.

What is the difference between Director Level vs Manager Level?

AspectDirector LevelManager Level
ResponsibilitiesStrategic planning, overseeing multiple teams, setting company-wide goalsTeam supervision, project management, implementing strategies
Required CredentialsTypically requires advanced degrees and extensive experienceOften requires a bachelor's degree and relevant experience
Work EnvironmentExecutive meetings, cross-department collaborationTeam meetings, project coordination
Industry UsageCommon in corporate, non-profit, and government sectorsWidespread across various industries including retail, tech, and healthcare

The main difference between Director Level and Manager Level roles lies in scope and strategic influence. Directors focus on high-level planning and organizational goals, while Managers handle day-to-day team operations. Understanding these distinctions helps in career planning and job search strategies.

What are the most commonly searched types of Level jobs in Alabama?

The most popular types of Level jobs in Alabama are:

Director Level jobs near you
Infographic showing various Director Level job openings in Alabama as of August 2026, with employment types broken down into 2% As Needed, 81% Full Time, 12% Part Time, 1% Temporary, and 4% Contract. Highlights an 91% Physical, 3% Hybrid, and 6% Remote job distribution, with an average salary of $90,695 per year, or $43.6 per hour.

Sales Director | Maronda Homes

New Home Star

Fairhope, AL • On-site

Full-time

Medical, Dental, Vision, Retirement, PTO

Re-posted 29 days ago

Job description

Job Requirements
Lead Teams. Drive Sales. Elevate Your Career with New Home Star!
Are you a driven sales leader looking for a culture that values teamwork, humility, growth, and the ability to make a meaningful impact?
New Home Star, the nation's largest privately owned seller of new homes and a trusted partner to many of the country's leading private builders, is seeking a New Home Sales Director to lead a multi-community sales operation spanning the Western Florida Panhandle. This is an opportunity to drive business performance, develop high-performing teams, and strengthen strategic builder partnerships while making a lasting impact on both your team and the business.
With thousands of homes closed annually, New Home Star is a national leader in new home sales. We offer experienced sales leaders the opportunity to grow their careers, influence business outcomes, and help shape the future of homeownership.
Join a team where growth, recognition, and impact are at the heart of everything we do.
Why New Home Star?
Impact & Ownership: Lead performance across your business and drive measurable results.
Leadership Development: Accelerate your development with quarterly offsite leadership summits, offering access to world-class training in management and leadership.
Competitive Compensation: Enjoy a highly competitive six-figure base salary plus uncapped bonus tied to revenue, profitability, and KPI delivery.
Award-Winning Culture: Be part of a team that celebrates success with meaningful recognition, team bonding events, and impactful community involvement opportunities.
Comprehensive Benefits: Access a full range of benefits, including paid time off, medical, dental, and vision coverage, a 401(k) with company match, an employee assistance program, and more.
What You'll Do
As a New Home Sales Director, you'll partner with a top private home builder to lead a high-performing team, drive sales and strategy, and help turn homeownership dreams into reality.
Sales Leadership, Execution & Strategy:
Own performance by driving revenue, profitability, and operational outcomes across your business. Lead and develop a sales team while ensuring alignment with the company's strategy and consistent execution across all communities. Establish clear performance expectations and hold the team accountable to key metrics, including sales goals, training engagement, and a strong team culture, ensuring consistent performance and execution.
Team Development & Sales Enablement:
Coach and develop the sales team to elevate performance and build bench strength. Provide in-field coaching and structured development through both technology platforms and live interaction. Drive adoption and participation in sales enablement initiatives while developing future Sales Leaders through coaching, performance management, and succession planning.
Market & Competitive Analysis:
Monitor local market conditions, competitive trends, and buyer behavior to inform strategy. Recommend pricing, marketing, and incentive adjustments to optimize performance. Translate insights into actionable plans that improve conversion, absorption, and overall market results.
Operational Execution & Standards:
Ensure operational excellence across all communities, including model home coverage, staffing alignment, and adherence to brand and presentation standards. Oversee staffing strategy and cost-of-staffing performance, ensuring the right talent is in place to meet current and future demand.
Builder Partnership & Client Experience:
Build and maintain strong relationships with builder partners through consistent communication, alignment, and performance delivery. Ensure execution meets builder expectations and drives high Perceived Client Value (PCV) and customer satisfaction.
Business Planning & Executive Collaboration:
Lead business planning, forecasting, and performance reviews. Monitor Monthly Flash and financial reporting to inform decision-making. Participate in leadership meetings and strategic planning sessions, contributing to broader company initiatives and direction.
What Success Looks Like
- Achievement of revenue and net sales performance goals within your business
- Strong employee engagement results across your team
- High Perceived Client Value (PCV) and builder satisfaction
- Effective cost management and profitability performance
- Development and retention of a high-performing sales team, with a strong pipeline of future Sales Leaders
- Consistent execution against core sales and operational expectations
What We're Looking For
Experience: 2+ years in a new home sales director role with a builder, or equivalent field, is required.
High-performing Sales Managers ready to take the next step into a Director-level role are encouraged to apply.
Proven success in driving revenue growth, developing teams, and managing business performance.
Leadership & Strategy: Strong operational and financial acumen.
Ability to translate strategy into execution across multiple communities
Passion for coaching teams and building high-performance cultures
Skills: Strong leadership, customer engagement, and sales strategy development.
Tech Proficiency: Advanced computer skills, including Zoom, Google Workplace, and the ability to quickly adapt to new technologies. CRM/Sales Platforms.
Ability to quickly learn and adapt to new technologies and systems.
Familiarity with AI-driven tools and platforms is a plus.
Education/License: A bachelor's degree is preferred; a real estate license is required within six months of hire.
Availability: Flexibility to work occasional weekends and evenings as needed.
Flexibility to travel between communities and attend occasional weekend/evening events
Other Requirements: Reliable transportation, a valid driver's license, and current liability insurance are essential. A background check will be conducted.
Work Authorization & Employment Eligibility:
Candidates must be legally authorized to work in the United States at the time of application and throughout employment. New Home Star does not provide visa sponsorship or participate in employment-based work authorization sponsorship programs. Remote employment opportunities are limited to states where New Home Star is authorized to employ team members.

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