Principal HRBP, GTM

Principal HRBP, GTM

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

You’ll partner closely with Sales 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

• Partner with senior Sales 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 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 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), 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

• Naviga