HRBP, GTM

## Responsibilities - Partner Closely with GTM Leadership - Act as a trusted advisor to leaders across Sales, Marketing, Business Operations, and Recruiting - Coach managers and leaders on performance, feedback, team health, organizational changes, and leadership effectiveness - Support high-stakes decision-making and help leaders navigate rapid growth and ambiguity - Raise the bar on accountability, talent density, and leadership quality across the organization - Drive Org Design and Talent Strategy - Partner on org design, headcount planning, team structure, leveling, and mobility - Help leaders build scalable, high-performing teams with clear ownership and accountability - Identify organizational gaps and proactively solve for talent, structure, and execution challenges - Support thoughtful scaling without introducing unnecessary process or complexity - Own Performance and Employee Experience - Drive and operationalize performance management, calibrations, promotions, onboarding, engagement, and development programs - Navigate employee relations and sensitive situations with strong judgment, empathy, and pragmatism - Ensure high standards are upheld consistently while maintaining a strong employee experience - Help build lightweight, high-quality systems that scale with the business - Build and Scale the Function - Partner cross-functionally with Recruiting, Compensation, Legal, Finance, and People Ops - Build People infrastructure and operating rhythms from the ground up - Bring structure, urgency, and follow-through to a fast-moving environment - Operate with high ownership and jump into tactical work when needed ## Requirements - 8–15+ years of experience in HRBP, People Partner, or related leadership roles supporting high-growth GTM organizations - Strong expertise in organizational design, performance management, leadership coaching, and talent strategy - Excellent judgment and ability to navigate complex, high-stakes situations - Comfortable operating with ambiguity and minimal structure - Pragmatic, direct, highly execution-oriented, and deeply collaborative - Ability to influence senior leaders through credibility and partnership, not process ## Nice to Have - View HR as a core business function, not a support function - Care deeply about leadership quality, accountability, and talent density - Prefer simple, high-quality systems over heavy process - Thrive in fast-moving, high-expectation environments - Enjoy building from first principles and operating close to the business ## Benefits - Location: This role is based in New York City (SoHo) with an expectation of domestic and international travel as needed.