Senior People Partner

About the role: We are looking for a strategic, commercially-minded Sr. HR Business Partner to support the leaders and teams driving our GTM and GA functions—including Marketing, Partnerships, Finance, and Legal. This is a high-impact, relationship-led role. You will partner directly with our executive team members—as well as Director+ leaders across their organizations—to shape people strategy, drive organizational effectiveness, and ensure our commercial and GA functions are set-up to innovate and scale in the AI era. You'll bring a sharp blend of business acumen, HR expertise, and data fluency—grounded in firsthand experience supporting senior executives and revenue-focused teams. Your center of gravity will be strategic partnership, org design, talent, and change—not day-to-day operations. You'll be the go-to People Partner for your business units and a key contributor to the broader People team. What you’ll be doing: Strategic partnership org design Act as a trusted thought partner to Directors, VPs, and Executives across GA and GTM functions, translating business priorities into clear people plans—including org design, role architecture, and workforce planning to support growth and profitability goals. Challenge and influence leaders with a solution-oriented mindset; join and facilitate leadership forums and planning sessions to bring a people lens into decision-making and connect people strategy to business outcomes, not just HR process. Talent, performance, and succession planning Drive end-to-end talent management processes—performance reviews, calibration, talent assessments, and succession planning—using people data (performance, attrition, engagement, exit feedback) to identify trends, flag risks, and deliver data-backed recommendations. Partner with Talent Acquisition and leaders to define role profiles, interview plans, and leveling criteria; ensure consistent standards for hiring and promotion across your functions. Manager and leader coaching Independently coach and develop managers and senior leaders on performance, compensation, feedback, and team effectiveness—building capability through 1:1 coaching, facilitated sessions, and targeted interventions that raise the bar on people leadership. Employee relations, culture, and engagement Own complex and sensitive employee relations cases end-to-end while proactively taking the pulse of teams through listening sessions, check-ins, and engagement surveys—synthesizing themes and partnering with leaders on concrete follow-through. Partner with the broader People team to design and deliver programs that strengthen engagement, inclusion, and a high-performance, feedback-rich culture. Programs, change, and cross-functional work Lead or co-lead People programs (performance cycles, promotions, talent reviews, org changes), partnering with HR Ops, LD, and COEs to standardize, scale, and automate core processes with the employee experience at the center. Act as a connector across functions—surfacing friction points and helping leaders align roles, responsibilities, and ways of working across GTM, GA, and RD. What you’ll need: 8+ years of HR experience, with at least 4–5 years as an HRBP supporting senior leaders in a high-growth tech or SaaS environment. Direct experience supporting commercial or GTM functions (e.g., Marketing, Business Development, Sales, Customer Success)—you understand the pace, pressures, and talent dynamics of revenue-adjacent teams, and have partnered with them at a senior level. Experience partnering with GA functions (e.g., Finance, Legal, Operations) is strongly preferred; comfort navigating both sides of the house is a meaningful differentiator for this role. Strong command of HR fundamentals: employee relations, performance management, compensation, and employment law, with the ability to serve as a credible subject matter expert. Curiosity with AI—able to provide strong use cases for how you’ve utilized AI to experiment a ... (truncated, view full listing at source)