Lead HR Business Partner (GTM)

Quick Facts

• People leader in the Go-to-Market HR Business Partner organization
• Player-coach role supporting a team and a small client group

Description

Own the people strategy for Technical Success within the Go-to-Market organization, translating business priorities into organizational and talent plans to help technical and customer-facing teams scale. You will lead and develop an HRBP team and serve as the primary people partner to Technical Success leadership, advising senior leaders on talent, structure, and team effectiveness. Using workforce data, employee feedback, and business context, you’ll identify issues early and measure progress in performance, engagement, and retention.

Responsibilities

• Lead and develop the HRBP team: set priorities, create development opportunities, and maintain performance standards
• Own people strategy with leaders, Recruiting, and Finance: organizational design, workforce planning, hiring priorities, and management capacity
• Advise senior leaders with an independent point of view and guide decisions on talent and organization effectiveness
• Strengthen leadership and talent: coach managers, build succession plans, define role expectations, career paths, and consistent performance practices
• Lead organizational change through clear communication and thoughtful transitions for evolving structures, roles, and customer coverage models
• Connect business and People partners across Sales, Partnerships, Forward Deployed Engineering, Product, and Engineering with regional HRBPs and specialists
• Use evidence (workforce data, feedback, business context) to improve outcomes
• Scale HRBP practices with practical tools and repeatable approaches, using AI and automation thoughtfully while preserving human judgment

Requirements

• Substantial HRBP experience supporting senior leaders in rapidly growing technology organizations, including technical GTM teams
• Demonstrated record managing and developing HRBPs and improving the quality/ownership of their work
• Understanding of technical advisory, solutions architecture, customer engineering, delivery, and enablement teams and their business impact
• Experience with organizational design, workforce planning, talent reviews, succession planning, and significant change across regions
• Strong analytical skills and strategic judgment to make decisions with incomplete information
• Clear, caring, accountable leadership style: active listening, inviting disagreement, meaningful delegation, and direct resolution of difficult issues
• Ability to build trust with senior leaders and handle sensitive situations with discretion, fairness, and sound judgment

Benefits

• Opportunity to lead a people strategy for a growth-focused, technical customer organization
• Player-coach role combining team leadership with hands-on HRBP support for leaders