Human Resources Business Partner, GTM

You operate as a trusted strategic partner to NAMER Sales, Marketing, and Customer leadership — the person they come to when thinking through org design, team structure, and performance challenges within their function. You independently own people initiatives end to end within GTM, applying strong HR domain expertise and knowledge of GTM to define the right approach rather than defaulting to established playbooks. You bring both strategic thinking and operational depth — equally comfortable shaping a team structure conversation and coaching a manager through a difficult performance issue in the same week. You build credibility with GTM leaders through the quality of your judgment and follow-through, earning influence across teams and functions even without direct authority over them.

Responsibilities

Own the end-to-end people partnership for our NAMER go-to-market function, advising Sales, Marketing, and Customer leaders on org design, team structure, performance coaching, and leadership effectiveness; Partner closely with Total Rewards, People Ops, and Talent Acquisition to execute GTM talent strategy and ensure alignment across the broader People function; Lead people initiatives within GTM — including career framework rollout support and cross-functional talent programs — from design through execution; Coach and develop managers on core people leadership skills: performance management, career development, feedback, and team building; Bring GTM functional context into broader People programs, contributing domain expertise that helps those programs land well for Sales, Marketing, and Customer teams; Navigate complex employee relations matters within GTM with sound judgment, appropriate confidentiality, and a clear framework for risk and resolution; Partner with Talent Acquisition on GTM hiring strategy, leveling calibration, and candidate experience

Requirements

Demonstrated experience as an HR Business Partner supporting go-to-market organizations at a high-growth technology company, with a track record of independently owning projects end to end; Foundational knowledge of GTM practices and operations — comfortable engaging with performance metrics, quota setting, pipeline mechanics, and how sales/marketing teams measure success; Experience leading people initiatives in ambiguous environments — able to define an approach where no clear precedent exists, rather than needing one handed to them; Strong org design instincts, with experience advising leaders on headcount planning, team structure, and leveling; Credibility with sales audiences — genuine fluency in how sales teams are built and operate, and the ability to earn leaders' trust because of it; Comfort operating at both strategic and ground level — able to shape a people approach and then get into the details of a specific coaching situation; Sound judgment on complex, sensitive employee matters, including knowing when to escalate and how to balance legal, business, and human considerations

Nice to have

Experience building or significantly scaling a people partnership model at a company growing through a major inflection point (e.g. Series C through IPO)

Benefits

Start-up equity; Health, vision & dental coverage; Catered lunches & dinners for TO employees; Team building events & happy hours; Flexible PTO; Apple equipment plus home office budget