Current titles, Top 5
Current Position
1Director Supply Chain16 (5.8%)
2Director Global Supply Chain8 (2.9%)
3Supply Chain Director8 (2.9%)
4Supply Chain Manager8 (2.9%)
5Vice President Supply Chain7 (2.5%)
Kohler executive leadership
Executive talent brief
Created 07/20/2026Prepared by Arron Daniels
Supply chain leadership search
Vice President of Supply Chain Talent Overview
A concise executive view of the senior supply chain leadership market surrounding Kohler, Wisconsin.
Qualified market
278total professionals
23changed jobs in the last 12 months
8.27%mobility
68.0%have 20+ years of experience
Leadership market composition
Market Titles
Top current and past supply chain titles across 278 professionals.
Market base: 278 professionals
01
Past titles, Top 5
Past Position
1Supply Chain Manager28 (10.1%)
2Director Supply Chain24 (8.6%)
3Director Global Supply Chain20 (7.2%)
4Materials Manager20 (7.2%)
5Director Of Supply Chain15 (5.4%)
Ranked by share of the 278-professional market base.Count (percentage)
Employer analysis · Top 5
Employer Concentration
The leading current and past employers show where engineering leadership is concentrated and where adjacent-industry talent can be sourced.
Current companies
Where leaders work now
1SC Johnson25 (9.0%)
2Kimberly-Clark25 (9.0%)
3Kohler Co.17 (6.1%)
4Milwaukee Tool16 (5.8%)
5Plexus Corp.12 (4.3%)
Past companies
Where experience was built
1Kohler Co.31 (11.2%)
2Kimberly-Clark30 (10.8%)
3SC Johnson25 (9.0%)
4Milwaukee Tool19 (6.8%)
5Johnson Controls16 (5.8%)
Bars are scaled to the leading company within each ranked category. Counts and percentages reflect the full candidate pool.
Market geography + salary
Location & Compensation
A concise snapshot of where the regional leadership pool is concentrated and how modeled salary predictions are distributed.
Counts and shares reflect the report population.
Top 5 locations
Wisconsin talent hubs
Milwaukee94 · 33.8%
Appleton19 · 6.8%
Neenah15 · 5.4%
Racine14 · 5.0%
Appleton-Oshkosh-Neenah Area9 · 3.2%
Modeled salary
PredictionLeading annual salary bands
$190k-$210k53 · 19.1%
$110k-$130k
34 · 12.2%
$210k-$230k
31 · 11.2%
$130k-$150k
26 · 9.4%
$170k-$190k
19 · 6.8%
Prediction, not actual compensation. Salary bands model estimated market value and do not represent payroll or verified earnings.
Executive recruiting priorities
Recruiting Strategy
A focused executive readout for identifying, engaging, and winning proven leaders with the scope to drive enterprise transformation.
01 · Experience68.0%
Target proven operators
68.0% have 20+ years of experience. Prioritize leaders who have owned enterprise-wide scope, complex operations, and measurable outcomes rather than relying on exact title matching.
02 · Industry76.3%
Source from consumer goods first
Consumer Goods leads at 76.3%. Build the first sourcing wave there, then expand to adjacent leaders in electrical and electronic manufacturing and industrial manufacturing.
03 · Change story60.1%
Create a compelling change story
60.1% have spent 4+ years at their current company. Outreach must sell the transformation scope, executive influence, and supply chain impact that make a move worth considering.
Target leadership profile
Benchmark Candidates
The target profile for VP of Supply Chain prospects, grounded in the market evidence and the enterprise scope required for this search.
01, Leadership level
Enterprise scope
VP, SVP, Chief Supply Chain Officer, or a high-scope Director with end-to-end ownership across the supply chain.
02, Career depth
Experience
20+ years preferred, reflecting 68.0% of the market and the depth expected of proven enterprise operators.
03, Sector priority
Industry
Consumer goods first, with 76.3% market concentration, followed by advanced manufacturing and electrical or electronic manufacturing.
04, Execution strengths
Capabilities
Supply chain management, continuous improvement, cross-functional leadership, strategic sourcing, inventory management, and optimization.
05, Market alignment
Mobility and fit
Wisconsin-based or relocatableMilwaukee primary hub$190k-$230k modeled center
Prioritize Wisconsin-based or relocatable leaders, with Milwaukee as the primary hub, modeled compensation centered on $190k-$230k, and a compelling change story for leaders with 4+ years at their company.
Anonymized profile snapshots
Three profiles that define the target
Names are fictional, while the career themes and leadership patterns are based on the supplied profiles.
Profile 01
Megan Hartwell
Vice President, Planning & Operations
Greater MilwaukeePacific Mobility Group
Data-driven S&OP and global supply chain leader with deep inventory, demand planning, analytics, supplier negotiation, and omnichannel operations experience. She has led large merchandise portfolios and high-performing planning teams, making her the best benchmark for commercial planning, inventory productivity, and cross-functional execution.
S&OPInventory StrategyData Analytics
Profile 02
Daniel Mercer
Director of Procurement & Strategic Sourcing
Greater MilwaukeeNorthline Packaging
A 25+ year OEM supply chain executive with prior VP-level global supply chain scope, multi-site authority, major direct and indirect spend ownership, and a record of cost and margin improvement. He blends strategic sourcing with hands-on operational purchasing, logistics, supplier development, and NPD, making him the best benchmark for procurement transformation, cost productivity, and complex manufacturing.
Strategic SourcingMargin ImprovementMulti-Site Operations
Profile 03
Evan Carlisle, PhD
Vice President of Global Supply Chain
Milwaukee, WisconsinSummit Dock Systems
Enterprise supply chain transformation leader combining digital, IT, AI, procurement, and operations. He has led global platform adoption at scale, built digital twins and AI-enabled tools, and delivered inventory, cost, and service gains across complex industrial networks, making him the best benchmark for technology-enabled transformation and enterprise change leadership.
Digital TransformationAI StrategySupply Chain Optimization
Talent tenure analysis
Company and Role Tenure
Tenure distribution across the analyzed leadership pool.
n = 278Distribution A
n = 278Company tenure
Under 0.5 years
10 (3.6%)
0.5 to 1 year
14 (5.0%)
1 to 2 years
26 (9.4%)
2 to 4 years
61 (21.9%)
4+ years
167 (60.1%)
Distribution B
n = 278Current role tenure
0 to 2 years
84 (30.2%)
2 to 4 years
83 (29.9%)
4 to 6 years
40 (14.4%)
6 to 8 years
24 (8.6%)
8 to 10 years
12 (4.3%)
10+ years
35 (12.6%)
