HR Business Partner, GTM
Serves as a strategic HR partner to Sales, Marketing, Customer Success, and Revenue Operations leaders, providing manager coaching, employee-relations guidance, performance management, talent insights, and organizational support. Requires 5–8 years of progressive HR experience and strong GTM business fluency.
About the job
Responsibilities
- Serve as a trusted strategic advisor to Go-To-Market leadership across Sales, Marketing, Customer Success, and Revenue Operations.
- Surface systemic people risks and opportunities, challenge leaders, and prioritize high-leverage organizational problems.
- Coach managers and leaders, including first-time people managers, and develop practical leadership resources and frameworks.
- Equip leaders to hire effectively, set expectations, provide feedback, and manage organizational change such as reorganizations, role changes, and team splits.
- Build and lead a GTM-tailored new-hire landing and onboarding experience.
- Launch and own a performance-management approach for quota-carrying and customer-facing teams.
- Drive employee-experience initiatives, including in-office events and offsites.
- Partner with Recruiting on role scope, leveling, talent standards, and hiring calibration.
- Analyze headcount, performance, attrition, and engagement data to identify talent risks, flight risks, and retention opportunities.
- Manage employee relations within the GTM organization and recommend pragmatic resolutions.
- Reinforce a GTM-specific culture aligned with company-wide values.
Requirements
- 5–8 years of progressive HR experience, including meaningful experience as an HR Business Partner or People Partner.
- Experience supporting Sales, Marketing, or Customer Success organizations.
- Fluency in GTM organizational operations and business dynamics.
- Experience partnering with VP-level leaders, frontline managers, and first-time managers.
- Strong judgment in employee relations, including knowing when to coach, act, or escalate.
- Analytical, first-principles approach to diagnosing root causes and building scalable approaches.
- Frequent, hands-on experience coaching managers and new leaders.
- Sound judgment about when to build solutions versus escalate to People Operations or Centers of Excellence.
- Excellent written and verbal communication.
- Familiarity with GTM compensation structures, including commission plans, quota attainment, and SPIFFs.
Skills
Employee Relations, Performance Management, Manager Coaching, Organizational Change, Onboarding, Talent Management, People Analytics, Recruiting, Headcount Planning, Engagement Analytics, Commission Plans, Quota Attainment, Spiffs, Gtm Operations
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