Senior Human Resources Business Partner

Confidential Company; United States; Remote; USD 120,000 - 130,000; Full time

Job summary

Confidential Company is seeking a Senior People & Culture Business Partner, Go-to-Market (GTM) to be the strategic HR partner to Sales and GTM leadership, shaping the people strategy that supports revenue growth and sales organization effectiveness. The role advises the CRO and management, translating business goals into people plans and ensuring compliant, healthy organizational practices.

This fully remote role requires partnering across global locations, leading change management, and

Qualifications

• Bachelor's degree in HR/Business/Psychology or related field.
• 8–12 years HRBP or Generalist experience supporting Sales/GTM in a tech/SaaS/services company.
• Knowledge of sales compensation and incentive design with Total Rewards.
• Experience with organizational design, job architecture, and leveling for sales roles.
• Ability to advise VP-level and senior sales leaders with credibility.
• Strong communication and confidentiality in handling sensitive information.

Responsibilities

• Translate revenue goals and GTM strategy into people plans covering structure, headcount, capability, assessments, engagement, and organizational health.
• Advise Sales/GTM leaders on sales incentives, quota, OTE, pay mix, accelerators, and plan design implications.
• Map and maintain job architecture and leveling for sales roles, including career paths and dual IC/manager tracks.
• Lead GTM organization transformation, reorganizations, territory realignments, and M&A integration with change enablement plans.
• Coach sales leaders on performance management for quota-carrying roles and ramp expectations for new hires.
• Collaborate with Talent Acquisition, Sales Enablement, and Finance on headcount planning, hiring profiles, onboarding and ramp.
• Analyze turnover, exit interviews, and GTM workforce data to identify trends and recommend actions.
• Identify gaps and drive changes to cover risks, in partnership with Legal and Total Rewards.

Skills

HRBP experience

Sales/GTM support

Change management

Executive advisory

Analytical skills

Communication skills

Confidential information handling

Education

Bachelor’s degree in HR/Business/Psychology

MBA or Master’s degree

Tools

Outlook

Excel

PowerPoint

Word

Salesforce

HR systems

Claude/CoPilot AI tools

Job description

We offer a fantastic opportunity for you to use your talents to make a meaningful impact in a fast-paced, growing technology and services organization!

We are currently seeking a Senior People & Culture Business Partner, Go-to-Market (GTM). This role is the strategic HR partner to our Sales and GTM leadership, shaping the people strategy that supports revenue growth and sales organization effectiveness. The position is responsible for providing guidance, counsel, and support to our CRO and all levels of management and employees. This position will partner with management to help deliver, interpret, and refine programs and initiatives that are in direct alignment with company goals and ensure healthy organizational practices and culture, while ensuring legal compliance.

Work Status: Fully Remote, work from home opportunity. EST/CST hours preferred

Overview

The successful candidate will have experience in providing HR support in a complex, fast-paced global environment, and demonstrate an advanced ability to work independently, exercise sound independent judgment and successfully handle multiple projects and conflicting priorities. An ability to build highly collaborative relationships with HR team members and management, and present an agile customer service and team focused attitude, is critical.

What You Will Do

• Reinforces cultural alignment within our HR initiatives around the full employee lifecycle, including onboarding, communications, performance management, employee engagement, career development, policies, compliance, employee relations, investigation management and offboarding.
• Serves as the trusted advisor to Sales and GTM leaders (Sales, Sales Operations/RevOps, Marketing, and Customer Success) across global locations, translating revenue goals and GTM strategy into people plans covering structure, headcount, capability, assessments, engagement, and organizational health.
• Partners with Total Rewards and Sales Operations to review, interpret, and deliver annual sales incentive plans (quota, OTE, pay mix, accelerators, SPIFFs, and crediting rules), and helps leaders understand how plan design shows up in day-to-day decisions.
• Partners with Total Rewards to map and maintain job architecture and leveling for sales roles (e.g., SDR/BDR, Account Executive, Sales Engineer, Customer Success, and sales leadership), including career paths and dual individual-contributor/manager tracks.
• Supports GTM compensation cycles, including merit, promotion, off-cycle, and offer decisions, ensuring internal equity and alignment with sales plan and pay philosophy.
• Leads Sales organization transformation and change management, including reorganizations, coverage-model and territory realignments, role redesigns, and M&A integration, with clear communication and manager enablement plans.
• Coaches sales leaders on performance management for quota-carrying roles, including quota attainment calibration, underperformance, performance improvement plans, and ramp expectations for new hires.
• Partners with Talent Acquisition, Sales Enablement, and Finance on GTM headcount planning, seller hiring profiles, and onboarding and ramp programs that create a positive new-hire experience and shorten time to productivity.
• Analyzes turnover, exit interview, and GTM workforce data (including regretted seller attrition, quota attainment, ramp time, span of control, and promotion rates) to identify trends, and recommend actions to leaders.
• Actively identifies gaps, proposes and implements necessary changes to cover any identified risks.
• Partners with Legal and Total Rewards to confirm sales commission and variable compensation plans meet wage-and-hour and state commission requirements (e.g., written plan agreements, timing of payments, and treatment at separation).
• Leads department communications for HR related matters, including the oversight for client groups of system-delivered training sessions where appropriate (e.g., leadership, management, and company mandated training, etc.). Remains up to date on federal and multistate employment laws and practices.
• Following established processes, creates and provides accurate documentation to other functions such as HR & Talent Operations, Total Rewards and Payroll in a timely manner. Leads on other duties as assigned.

What You Will Bring To The Role

• Bachelor’s degree in human resources, Business Administration, Psychology, or related field from four-year college or university, or an equivalent combination of knowledge and work experience. Master’s degree or MBA a plus.
• 8-12 years HRBP or Generalist experience in a multi-state, global workforce, including experience supporting Sales or GTM organizations in a technology, SaaS, or services company (strongly preferred).
• Working knowledge of sales compensation and incentive design, including quota and OTE setting, pay mix, accelerators, draws, and claw backs, and experience partnering with Total Rewards, Sales Operations, and Finance on plan design and delivery.
• Hands-on experience with organizational design, job architecture, and leveling for sales and customer-facing roles.
• Demonstrated ability to provide customer service and support to internal and external contacts.
• In-depth knowledge of and high degree of comfort with employee relations and regulations. Proven ability to maintain confidential information.
• Demonstrated experience leading change management through sales organization transformations such as reorganizations, coverage-model changes, scaling a team through growth, or M&A integration.
• Credibility and presence to advise VP-level and senior sales leaders, including ability to provide constructive challenge to leaders on people decisions.
• Proficient with Outlook, Excel, PowerPoint and Word. Intermediate HR systems experience.
• Strong analytical and modeling skills in Excel, with the ability to turn headcount, attrition, and sales performance data into clear recommendations; familiarity with Salesforce or sales compensation tools is a plus.
• Basic AI tool familiarity (Claude skills and CoPilot) at the beginner-intermediate skill level preferred.
• Commitment to fostering our cultural values
• Excellent verbal and written communication skills.

We invest in employees and their families by placing their wellbeing first. We offer competitive total compensation that includes base pay, bonus potential, inclusive benefits, wellness programs, and perks. We use market and industry data to inform pay decisions while considering geography and labor markets, individual experience, and business needs. Individual compensation will vary, although a reasonable estimate of the current annualized base pay range for this position is $120,000 -130,000, plus a corporate bonus target potential.

We do not discriminate on the basis of race, color, religion, gender, pregnancy, gender identity, sexual orientation, national origin, age, disability, genetic information, veteran status, or any other protected status. We are happy to support you with any accommodation request at any stage in our hiring process.