Senior HR Business Partner (GTM) - Remote US
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 rewardsbalancing 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 mindsetable 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.