Senior HR Business Partner, GTM
H
Horizon3 AICybersecurity
US, RemoteFull-TimeSenior
Salary150,000 - 220,000 USD per year
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Job Details
- Experience
- 7 - 10yr
- Required Skills
- Data AnalysisCoaching
Requirements
- Proven HRBP experience (7 - 10yr) supporting high-growth GTM or sales organizations
- Strong understanding of sales motions (SDR, AE, CS), performance metrics, and productivity drivers
- Experience coaching sales leaders and managing performance in quota-carrying environments
- Ability to operate as a strategic partner while also executing in a fast-paced, hands-on environment
- Comfort using data to influence decisions and challenge leaders constructively
- Strong judgment in employee relations and ability to navigate ambiguity and complexity
- You have significant experience partnering with globally distributed teams across time zones
- You easily build trust with your stakeholders by being open and transparent, and always following through
- You have a deep knowledge of HR programs and practices, including employment laws and regulations, coaching and facilitation, and performance management and employee relations
- You are comfortable navigating a fast-changing environment and managing change
- Experience with building and facilitating training, workshops, and development programs
Responsibilities
- Acting as the HRBP to GTM leaders (Sales, CS, Marketing), deeply understanding revenue drivers, segment strategy, and regional expansion plans
- Partnering with GTM leadership to translate business goals (quota attainment, pipeline growth, retention) into org design, talent, and performance strategies
- Coaching frontline and second-line sales leaders on performance management, accountability, and building high-performing teams in a quota-driven environment
- Supporting manager effectiveness in GTM, including inspection rigor, feedback culture, and consistent performance standards across segments (e.g., SDR, AE, CS)
- Driving performance management processes (goal setting, reviews, calibration) with a focus on differentiating top vs. low performers in a revenue context
- Identifying and addressing performance, retention, and engagement risks within GTM teams using data (attrition, ramp, productivity)
- Advising on org structure and coverage models (territories, segments, pods) to support scale and efficiency
- Partnering closely with RevOps and Finance to align headcount planning, productivity expectations, and compensation considerations
- Leading talent reviews and succession planning for key GTM roles, ensuring strong bench and internal mobility
- Supporting onboarding and ramp programs for new managers and leaders in GTM, with a focus on speed to productivity
- Managing employee relations issues within GTM teams with sound judgment, balancing business needs, fairness, and risk
- Partnering with People Ops on compensation questions, performance philosophy, and scalable programs tailored to GTM needs
- Using data and insights to proactively guide decisions, not just respond to issues
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