Principal People Partner - GTM

10+ years of progressive HRBP / People Partner experience 3+ years supporting SVP or C-level in tech or SaaS, with direct GTM support BA/BS degree or equivalent Experience supporting global or dual-region orgs (US, India preferred) Excellent collaboration skills with a focus on proactive and transparent communication, relationship building, and influencing Strong leadership presence Proven experience with coaching managers on complex people matters Demonstration of empathy and ability to foster engagement, inclusion, and connection Success in org design, leadership coaching, and scaling fast-moving teams Deep understanding of key business drivers — including pipeline, ramping, retention, and productivity — and how people strategy can influence and optimize them Strong analytical and problem-solving skills

Serve as thought partner and advisor to GTM leadership on org design, talent strategy, performance, and workforce planning. Drive the GTM People vision and develop strategic people initiatives. Anticipate business needs and translate insights into people strategies. Facilitate organizational and talent planning, including headcount modeling and role design. Build strong relationships with key people in the client group. Coach senior leaders on team scaling, performance conversations, change management, and leadership readiness. Provide guidance on sensitive issues including performance management and change navigation. Partner with TA to ensure hiring velocity aligns with productivity outcomes. Lead talent reviews, succession planning, and internal mobility programs. Lead programs that retain and develop talent and build high performing teams. Design and implement change strategies during reorgs or policy shifts. Partner with org to deliver employee engagement survey action plans and learning & development initiatives. Review key talents for development and provide feedback during talent forums. Identify and address learning and development needs. Analyze engagement survey results and propose initiatives to improve results and ensure retention. Lead Talent Review cycle for client groups. Identify and surface trends in qualitative and quantitative data to improve organizational health. Monitor GTM health indicators by sharing dashboards on attrition, ramp performance, quota attainment, and internal mobility.