Position Summary

The newly formed Global Sales Operations & Effectiveness organization is leading the transformation of sales capabilities, positioning BD to become the strongest commercial organization in MedTech. The Director, Global Sales Leadership Development, will shape and deliver a cohesive portfolio of sales leadership development programs that build the capabilities required for today’s performance and tomorrow’s growth for BD’s global sales leadership population across business units and regions.

This role is accountable for translating business strategy, commercial priorities, and enterprise leadership expectations into practical, high-impact development experiences that accelerate readiness, strengthen the talent pipeline, and reinforce BD’s leadership culture across the global sales organization.

Operating as a strategic program owner and trusted advisor, this role partners closely with Commercial leaders and HR. It ensures sales leadership development is scalable, measurable, and outcome driven—clearly linked to behavior change, engagement, succession readiness, and commercial effectiveness. Leveraging HR-created BD leadership programs as the foundation, this role designs and delivers sales specific leadership development to support commercial priorities.

Key Responsibilities

Sales Leadership Development Strategy & Program Ownership

· Lead a global portfolio of sales leadership development programs aligned to the BD Way, leadership expectations, commercial priorities, building on BD’s enterprise

leadership framework in partnership with HR and Commercial leadership across business units and regions.

· Translate enterprise leadership frameworks into practical, role relevant development journeys for sales leaders, extending them with sales specific capabilities required for commercial leadership success.

· Shape program roadmaps based on business needs, leadership capability gaps, and future readiness—making clear prioritization and tradeoff decisions.

· Design and deliver leadership capabilities specific to sales roles, including coaching for pipeline and funnel management, opportunity and deal coaching, customer engagement, forecasting discipline, and complex sales execution.

End‑to‑End Program Design & Experience

· Architect and partner with Sales Operations and Sales Training Execution to deploy end‑to‑end leadership development experiences (e.g., cohorts, workshops, assessments, coaching, and reinforcement) that drive observable and sustained behavior change in how leaders execute in the field.

· Partner with instructional design resources to apply strong adult learning principles and build solutions that are practical, learner‑centered, and scalable.

· Embed reinforcement mechanisms (e.g., manager tools, application assignments, and operating routines) that sustain adoption and translate learning into day-to-day leadership behaviors.

Strategic Partnership

· Partner with Commercial leaders and HR to identify leadership needs and recommend targeted, high-impact development approaches that align enterprise leadership standards with sales specific performance requirements.

· Align development efforts to moments that matter, including leadership transitions, transformations, and growth initiatives.

· Build credibility through insight, data, and sound judgment—serving as a trusted advisor and constructive thought partner when current leadership capability constrains outcomes.

Sales Leadership Governance & Measurement

· Establish and uphold global standards for sales specific leadership development, including content, facilitation quality, and compliance—aligned to enterprise leadership frameworks while enabling sales specific applications across the business units and regions.

· Define and track success measures across participation, experience, capability growth, behavior change, and commercial outcomes.

· Partner with HR and Sales Intelligence teams to connect development efforts to longer‑term outcomes such as readiness, engagement, and leadership effectiveness.

· Use data, learner feedback, and business insights to continuously refine programs—simplifying, scaling, and increasing impact year over year.

Qualifications

· 8-10+ years of experience in Sales leadership development, commercial training, talent development, or learning roles. Preferred experience in Life Sciences and or Tech Industry.

· Bachelor’s degree required; advanced degree preferred.

· Demonstrated experience designing and delivering leadership development programs, including cohort‑based or enterprise initiatives.

· Experience with developing both in-person training as well as asynchronous e-learning modalities.

· Strong grounding in adult learning theory, instructional design, and leadership development methodologies.

· Experience partnering with senior stakeholders and influencing without formal authority.

· Familiarity working within matrixed and regulated environments.

· Excellent communication, facilitation, and executive presence.

· Ability to travel as required for leadership programs and stakeholder engagement.

Leadership Attributes

· Ownership mindset: Takes accountability for program quality, outcomes, and continuous improvement.

· Strategic implementer: Translates enterprise strategy into practical, scalable leadership development solutions.

· Credible partner: Builds trust with commercial leaders through insight, preparation, and business acumen.

· Detail‑disciplined executor: Ensures flawless delivery while managing complexity and multiple priorities.

· Inclusive developer: Designs experiences that encourage diverse perspectives and inclusive leadership behaviors.

· Growth‑oriented: Continuously improves own capability and stays current on leadership development best practices.