Director of HR Business Partnership for Go-to-Market

Skills

About the Role

You will own the end-to-end people strategy for the Go-to-Market organization and advise senior executives on organizational design, workforce planning, performance, succession, retention, and employee relations. You will develop compensation and incentive frameworks, lead change initiatives, support hiring plans, and translate business priorities into measurable people programs.

Requirements

• Have 10 or more years of progressive HR Business Partner experience.
• Have at least 5 years of experience supporting Go-to-Market, Sales, or Revenue organizations in high-growth B2B SaaS or technology companies.
• Demonstrate Director-level strategic thinking and hands-on execution as an individual contributor.
• Show a record of developing people strategies in fast-paced, high-growth, ambiguous environments.
• Bring deep expertise in sales compensation design, quota-based performance management, territory planning, and retention for revenue-critical roles.
• Influence and advise VP-level and C-level leaders using data-driven recommendations.
• Handle complex employee relations matters with sound judgment and confidentiality.
• Communicate clearly and persuasively with managers and executives.
• Experience in blockchain, fintech, cybersecurity, or regulated technology is preferred.
• Familiarity with HRIS platforms such as Workday, people analytics tools, and modern HR technology is preferred.
• Experience supporting globally distributed GTM teams is preferred.
• PHR, SPHR, SHRM-CP, or SHRM-SCP certification is preferred.

Responsibilities

• Own and execute the end-to-end people strategy for the Go-to-Market organization.
• Align talent priorities with revenue targets in partnership with GTM executives.
• Lead organizational design and optimize team composition as the business evolves.
• Develop workforce plans covering hiring needs, succession gaps, and capability development.
• Provide data-driven recommendations and hold leaders accountable for people commitments.
• Build an outcomes-based performance management approach across GTM.
• Lead talent reviews, calibration processes, and succession planning.
• Design retention strategies for sellers, technical sales talent, and customer-facing leaders.
• Coach GTM managers on leadership development and team effectiveness.
• Design and refine variable pay, sales incentive, SPIF, and quota-setting frameworks.
• Analyze compensation competitiveness and recommend improvements.
• Lead onboarding, ramp-time optimization, sales enablement alignment, and engagement programs.
• Drive territory realignments, organizational restructures, RIF planning, and M&A integration.
• Manage complex and sensitive employee relations matters.
• Ensure compliance with employment laws and company policies.
• Advise GTM executives on strategic and day-to-day people matters.
• Collaborate with Talent Acquisition on hiring plans and talent pipelines.
• Partner with People Operations, Total Rewards, L&D, and HRIS on GTM needs.
• Contribute to enterprise-wide HR initiatives and best practices.

Benefits

• Equity
• Bonus