HR Business Partner, GTM

OpenAI, Inc.; San Francisco (CA); On-site; USD 180,000 - 240,000; Full time

Job summary

OpenAI, Inc. is seeking a Go-to-Market HR Business Partner to serve as a trusted advisor and hands-on problem solver for leaders in your client group.

This individual contributor role focuses on guiding team structure, staffing, and leadership development to enable scalable growth across GTM functions. You will partner with regional HRBPs and cross-functional partners to implement consistent practices while respecting local needs, using data and business context to surface issues and drive

Qualifications

• Extensive HRBP experience partnering with senior leaders in a fast-growing tech org.
• Strong org design and workforce planning skills with concrete example.
• Ability to coach and develop managers through complex performance and succession decisions.
• Experience aligning people strategy with business priorities and metrics.

Responsibilities

• Advise GTM leaders on organization structure, staffing, and workforce plans.
• Provide candid feedback and coaching to leaders and managers.
• Lead people aspects of organizational changes, including planning and communication.
• Collaborate with Compensation and Employee Relations to apply consistent practices.
• Use workforce data and business context to identify issues and track progress.
• Build simple systems and routines to help GTM teams scale and review talent.

Skills

HRBP experience

Leadership coaching

Org design

Data-driven decisions

Education

BA/BS in HR, Business, or related field

Tools

HR systems

Data analytics tools

Job description

About the team

The HRBP team at OpenAI partners with leaders on complex organizational and talent decisions where the right path isn’t always obvious. We stay close to the business so we understand its realities, and focus our time where judgment, influence, and context can make the biggest difference: improving decisions, strengthening leaders, and helping teams work better.

About the role

As a Go-to-Market HR Business Partner, you’ll be a trusted advisor, sounding board, and hands‑on problem solver for leaders in your client group. This is an individual contributor role. You’ll help leaders decide how to organize, grow, and lead their teams, bringing a point of view on the tradeoffs rather than simply executing the first request.

That starts with understanding the business problem. If customer coverage needs to change, for example, you’ll help leaders clarify what’s driving the change, weigh options for team structure and staffing, and work with them to put the decision into practice. The goal is to leave leaders better equipped to make the next decision, too.

In this role, you will

• Help GTM leaders make better decisions about team structure, workforce plans, and hiring. Work with Finance and Recruiting to turn those decisions into plans the business can execute.

• Build leadership capability by giving candid, actionable feedback and coaching managers through complex performance, development, and succession decisions.

• Lead the people side of organizational changes, from planning and communication to clarifying roles and supporting teams through transitions.

• Work with regional HRBPs and People partners, including Compensation and Employee Relations, to apply consistent practices while accounting for local needs.

• Use workforce data, employee feedback, and business context to spot issues early, test assumptions, and track progress.

• Build simple systems and routines that help GTM teams scale. Improve how leaders review talent, spot emerging issues, and follow through on decisions.

You might thrive in this role if you

• Have partnered with senior leaders as an HRBP in a fast‑growing technology organization, with direct experience supporting Sales, Revenue, Customer Success, or a related GTM function.

• Understand how customer‑facing teams are structured and how shifts in growth, customer coverage, or operating models affect what those teams need.

• Have led org design, workforce planning, talent reviews, or significant organizational change and can show how you turned a plan into action.

• Build trust quickly, challenge assumptions constructively, and influence decisions without relying on formal authority.

• Build trust with senior leaders, ask questions that get to the root of the problem, and challenge assumptions with care. You can lay out options, explain the tradeoffs, and influence decisions without formal authority.

About OpenAI

OpenAI is an AI research and deployment company dedicated to ensuring that general‑purpose artificial intelligence benefits all of humanity. We push the boundaries of the capabilities of AI systems and seek to safely deploy them to the world through our products. AI is an extremely powerful tool that must be created with safety and human needs at its core, and to achieve our mission, we must encompass and value the many different perspectives, voices, and experiences that form the full spectrum of humanity.

We are an equal opportunity employer, and we do not discriminate on the basis of race, religion, color, national origin, sex, sexual orientation, age, veteran status, disability, genetic information, or other applicable legally protected characteristic.

For additional information, please see OpenAI’s Aff… Statement

Background checks for applicants will be administered in accordance with applicable law, and qualified applicants with arrest or conviction records will be considered for employment consistent with those laws, including the San Francisco Fair Chance Ordinance, the Los Angeles County Fair Chance Ordinance for Employers, and the California Fair Chance Act, for US‑based candidates. For unincorporated Los Angeles County workers: we reasonably believe that criminal history may have a direct, adverse and negative relationship with the following job duties, potentially resulting in the withdrawal of a conditional offer of employment: protect computer hardware entrusted to you from theft, loss or damage; return all computer hardware in your possession (including the data contained therein) upon termination of employment or end of assignment; and maintain the confidentiality of proprietary, confidential, and non‑public information. In addition, job duties require access to secure and protected information technology systems and related data security obligations.

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