Director, People Business Partner – AMER Field Sales

Okta•San Francisco, CA

About The Position

Okta is seeking a Director, People Business Partner to serve as the strategic People partner and workforce architect for the Senior Vice President & General Manager of AMER Sales and the executive leadership team. The role focuses on executive consulting, organizational design, and strategic human capital planning for the company’s revenue-generating business in the Americas. Within Okta’s Pod Model, the position partners with Centers of Excellence (COEs) and People Operations partners who support front-line managers, serving senior sales leaders as a trusted advisor, executive coach, and transformation catalyst. The role leads workforce planning and organizational design in partnership with sales leadership, Revenue Strategy & Operations, and Finance. It also advises on sales workforce transformation, executive leadership, organizational health, and major changes to go-to-market structures and processes. The position uses workforce and talent data to inform executive decisions, builds leadership bench strength, and coordinates global People programs with COEs. The position requires 10 or more years of HRBP experience in a fast-paced, global technology company. Five or more years supporting a growing global technology sales team and alignment with SVP-level direct sales leaders in an international environment is preferred. The role requires expertise in organizational design, workforce planning, SaaS and sales business mechanics, data analytics, and executive influence. The listed annual base salary range is $219,000–$301,000 for candidates in the San Francisco Bay Area and $196,000–$270,000 for candidates in California (excluding the San Francisco Bay Area), Colorado, Illinois, New York, and Washington. Actual salary depends on factors including skills, qualifications, experience, and work location. Okta also offers equity where applicable, bonus, health, dental and vision insurance, a 401(k), a flexible spending account, and paid leave including PTO and parental leave, subject to applicable plans and policies. Okta describes an immersive, in-person onboarding experience and highlights well-being, social impact, talent development, and community connection.

Requirements

10+ years of HRBP experience in a high-speed, global technology company.
Deep expertise in organizational design, headcount modeling, sales go-to-market structures, and strategic workforce planning.
Strong fluency in SaaS and technology business models, sales mechanics such as territories and quotas, rep productivity cycles, and financial levers.
Comfort operating in a matrixed or Pod HR delivery model and delegating operational or tactical work to focus on strategic consulting.
Ability to translate complex workforce metrics into compelling narratives and executive-level strategic decisions.
Exceptional communication, influencing, and political acumen, with resilience in high-stakes, fast-paced sales environments.

Nice To Haves

5+ years of HRBP experience supporting a growing, global technology sales team, including alignment with SVP+ level direct sales leaders in an international environment.

Responsibilities

Build, model, and execute a multi-quarter AMER Sales workforce plan with senior sales stakeholders, Revenue Strategy & Operations, and Finance, aligned with regional ARR targets, quota coverage, and product roadmaps.
Orchestrate organizational changes across sales pods, territory models, and go-to-market teams; optimize spans of control, layers, and role definitions.
Lead go-to-market workforce transformation initiatives, advising on role evolution, skill density, and AI enablement in sales workflows to support rep productivity.
Advise and coach the SVP of AMER Sales and VP-level sales leaders on executive leadership, team dynamics, talent density, and organizational health.
Design and execute change management strategies for go-to-market pivots, compensation or commission model shifts, territory realignments, and rapid scale.
Build and deliver executive-level Quarterly Business Reviews, translating talent data, attrition risk, rep ramp-to-productivity metrics, and engagement trends into strategic recommendations.
Lead executive talent reviews, calibration sessions, and succession planning to strengthen the bench for critical sales leadership and revenue roles.
Partner with COEs on annual reward cycles, sales incentive alignment, and performance management strategies.
Coordinate global People programs with COEs, including Talent Acquisition, Total Rewards, and People Experience, to ensure sales-specific needs are represented.