Overview In this role, you will act as a strategic People partner to the Global Partner organization and the go-to-market function, helping define talent strategy and shape organizational effectiveness. You will lead cross-functional change initiatives, design agile people-centric solutions, and drive leadership development to support rapid transformation. You'll work closely with executive leadership to forecast workforce needs and translate business objectives into actionable people plans. This is a chance to influence culture and enable AI-enabled ways of working in a fast-evolving tech landscape.
Compensation / Benefits- Employee Assistance Program
- health, life, disability and voluntary plans
- retirement plan
- paid time off and paid holidays
- inclusive and sustainable benefits
- competitive pay package
Responsibilities- Partner with senior go-to-market leaders to translate business goals into people actions
- Lead large-scale transformations and new operating models with implementation plans
- Advise on organizational design, workforce planning, leadership effectiveness, and talent strategy
- Develop the annual talent plan using data and market insights to inform executive decisions
- Drive leadership capability, team effectiveness, culture, and engagement strategies
- Collaborate with Integrated Talent Solutions, Total Rewards, Workforce Insights, and People Experience to execute talent strategy
- Coach executives through change, ambiguity, and growth
- Anticipate future talent needs in a rapidly evolving tech landscape including AI-enabled ways of working
Key requirements- 15+ years of progressive HR experience with HRBP experience supporting executive leaders
- Experience supporting a global Go-to-Market organization, preferably Sales or Channel
- Proven track record leading executives in go-to-market functions
- Experience driving large-scale transformations within global organizations
- Strength in change management and global HR program execution
- Strong data interpretation and storytelling to influence decisions
- Broad experience across HR concentrations
- Bias for action in a fast-paced, business-aligned environment
- credibility with senior leaders
- strategic business partner mindset
- systems-thinking
- organizational design
- workforce planning
- leadership development
