Senior HR Business Partner (GTM) - Remote US

The Opportunity

The Senior HR Business Partner – Go-to-Market (GTM) will serve as a strategic advisor and trusted thought partner to executive and senior leaders across our Account Executive (AE), Sales Development Representative (SDR), and Customer Success (CS) organizations. This role will play a critical part in shaping the people strategy that drives revenue performance, employee engagement, and organizational scalability in a high-growth SaaS environment.

You’ll provide strategic guidance on organizational design, talent development, performance management, and total rewards—balancing business objectives with a strong commitment to people and culture.

Responsibilities

Strategic Partnership & Organizational Effectiveness

• Act as a key strategic partner to GTM leadership, aligning people strategies with sales and customer success objectives.
• Provide insights and recommendations on org design, workforce planning, succession management, and leadership development.
• Use data and people analytics to drive decisions around productivity, engagement, and performance outcomes.
• Partner closely with Finance and RevOps to align talent planning with business forecasts and headcount strategy.
• Advocate for and implement automation and process optimization using modern HR technology to improve employee experience and HR service delivery.

Performance, Development & Culture

• Lead the design and execution of scalable performance management frameworks, ensuring clarity, accountability, and continuous feedback.
• Coach senior leaders and managers to elevate leadership effectiveness and build high-performing, engaged teams.
• Identify skill gaps and partner with Learning & Development to design programs that accelerate capability growth across GTM teams.
• Maximize retention and create, strategize and execute plans to retain top talent and ensure these teams are supported in career development and advancement. 
• Ability to build business cases for HR initiatives, demonstrating ROI and aligning people investments with revenue goals.
• Support programs that foster engagement, recognition, and team cohesion across remote and hybrid GTM teams.

Employee Relations & Leadership Coaching

• Serve as a trusted advisor on complex employee relations issues, ensuring outcomes that balance fairness, business needs, and compliance.
• Build a culture of trust and transparency by advising leaders on communication, recognition, and engagement strategies.
• Mentor junior HR team members and contribute to the evolution of HR practices company-wide.

Compensation, Rewards & Compliance

• Partner with Senior Leadership to assess compensation and incentive structures that drive sales performance and retention.
• Ensure compliance with federal, state, and local employment laws while maintaining agility in a rapidly scaling environment.
• Leverage HRIS and analytics platforms (e.g., Rippling, Lattice) to generate insights and recommend strategic actions to leadership.

Skillset

• Demonstrated ability to influence and advise senior executives in a fast-paced, data-driven SaaS organization.
• Deep understanding of GTM dynamics, including sales performance management, incentive structures, and customer success metrics.
• Proven track record of leading org design, workforce planning, and change management initiatives at scale.
• Exceptional communication, facilitation, and stakeholder management skills.
• Strong analytical mindset—able to interpret people data, identify trends, and create actionable strategies.
• Skilled in resolving complex employee relations issues and navigating ambiguity with sound judgment.
• Proficiency in modern HR tools and systems; experience with Google Workspace, Rippling, and Lattice strongly preferred.

Education & Requirements

• 5+ years as an HR Business Partner supporting GTM or customer-facing functions in a high-growth SaaS or technology company.
• Proven experience working with executive leadership teams to influence strategic decisions and drive organizational transformation.
• Strong knowledge of U.S. employment laws, HR best practices, and compliance requirements in distributed or remote-first workforces.
• Bachelor’s degree required; advanced degree or HR certification (e.g., SHRM-SCP, SPHR) strongly preferred.

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