Senior HR Business Partner, Go-to-Market

Overview

Working at Atlassian

Atlassians can choose where they work – whether in an office, from home, or a combination of the two. That way, Atlassians have more control over supporting their family, personal goals, and other priorities. We can hire people in any country where we have a legal entity.

Responsibilities

About the Role

We’re looking for an experienced HR Business Partner to support our Go‑to‑Market organization, with a focus on Sales & Marketing.

You’ll partner closely with Sales & Marketing leaders and their leadership teams as a trusted advisor on all people‑related topics—org design, performance and talent, capability building, culture and AI‑enabled ways of working—as well as supporting people programs and initiatives. You’ll move comfortably between strategy and execution: shaping the long‑term people agenda for GTM and our AI transition, while rolling up your sleeves to solve real‑time issues with leaders and teams.

This role is based in the USA / Canada and will work with distributed teams across time zones.

Key Responsibilities

Strategic partnership for Sales & Marketing

• Partner with senior Sales & Marketing leaders to understand business and GTM strategy, and translate it into a clear people plan.

• Diagnose org health (structure, headcount mix, capability, engagement, ways of working) across GTM teams and propose data‑driven interventions, including where AI, automation, and tooling can shift how work gets done.

• Support organizational design, restructures and workforce planning (e.g. team shape, IC/Manager mix, quota‑carrying vs. non‑quota roles, regional coverage, AI‑assisted roles) aligned to GTM and portfolio priorities.

• Act as a thought partner on culture, inclusion, leadership effectiveness, and how we build strong, AI‑enabled Sales & Marketing organizations over time.

Talent, performance & growth

• Lead the performance and growth cycles for your client groups (goal‑setting, feedback, calibration, rewards conversations) in line with our global frameworks, ensuring alignment with sales performance and incentive structures.

• Coach Sales & Marketing leaders and managers to build high‑performing, healthy teams with strong succession pipelines, including for quota‑carrying and revenue‑critical roles.

• Partner with Talent Acquisition on senior hiring (e.g. regional Sales leaders, Marketing heads), role design, and assessment approaches that reflect our craft and leadership expectations, including AI literacy and data‑driven decision‑making.

• Use talent and performance data (including pipeline, quota attainment, and engagement insights) to identify capability gaps in areas like GTM strategy, execution, leadership, and cross‑functional collaboration, then recommend targeted development solutions.

Employee relations, sales comp & manager capability

• Navigate the nuance of quota‑carrying roles and sales performance management (e.g. under‑performance, plan changes, territory realignments), ensuring fair, consistent and timely processes.

• Partner with Sales Compensation / Rewards teams to interpret and operationalize sales compensation plans, helping leaders and managers understand how plan design, crediting and targets show up in day‑to‑day leadership decisions.

• Coach managers to handle people issues early and well, building their leadership confidence and capability, especially in performance management and difficult conversations linked to incentives and targets.

• Ensure consistent, fair application of policies and practices across Sales & Marketing teams and regions.

Rewards, policy & compliance

• Support annual compensation and benefits processes for your client groups, including market reviews, promotions, quota and incentive‑related decisions, and pay changes.

• Interpret and apply HR policies and employment legislation in the US (and coordinate with local experts for other jurisdictions as needed); flag risks and propose options to leaders.

• Ensure HR data integrity, documentation and processes meet internal and legal requirements, including those related to variable compensation and incentive plans.

Change, AI transformation, culture & ways of working

• Lead or co‑own people‑related transformation in GTM – e.g. reorganizations, new operating models, shifts in coverage/territories, adoption of AI tools and workflows in Sales & Marketing, or changes in how GTM partners