HR Business Partner – Engineering

Forward Networks•Santa Clara, CA

About The Position

Forward is seeking an HR Business Partner to serve as a strategic partner to its Sales organization. The role works directly with senior sales leaders to connect business and people strategy, build high-performing revenue teams, shape organizational design, and lead talent, culture, and change initiatives as the go-to-market organization evolves. It requires credibility with commercial leaders and familiarity with the dynamics of quota-carrying, commission-driven teams. The HRBP advises Sales leadership on organizational design, territory and quota structure, workforce planning, and leadership effectiveness. The role leads talent management and employee relations for its client group, uses workforce analytics to assess organizational health, and partners with Talent Acquisition, Compensation, Legal, and Sales Enablement on sales-specific programs and planning. It also supports a high-performance, accountable, and inclusive culture.

Requirements

7–10+ years of progressive HR Business Partner experience, with significant experience supporting Sales, Revenue, or other quota-carrying or commission-based groups.
Experience partnering directly with senior sales leaders, including CRO-, VP-, and Director-level leaders.
Deep understanding of sales organizational structures, base/commission/OTE compensation plans, quota methodology, and sales talent hiring and retention dynamics.
Track record leading organizational design, workforce planning, and change management in a fast-paced, target-driven, high-growth environment.
Strong coaching skills and the credibility to influence senior commercial leaders.
Data-driven approach to HR and comfort building and interpreting people analytics dashboards, including attrition, ramp, and productivity metrics.
Sound judgment and experience navigating complex employee relations issues, including performance-based terminations; working knowledge of employment law.
Experience partnering on incentive compensation design and annual compensation planning cycles.
Exceptional communication, influencing, and relationship-building skills across organizational levels.
Bachelor's degree.

Nice To Haves

Advanced degree such as an MBA or a degree in HR or Organizational Psychology.
SHRM-SCP or SPHR certification.

Responsibilities

Advise senior Sales leaders on organizational design, territory and quota structure, workforce planning, and leadership effectiveness.
Translate revenue targets and go-to-market strategy into people strategies, including organizational design, span of control, and role architecture.
Lead talent management, including performance management, calibration, succession planning, promotions, and sales career pathing.
Use people analytics—including attrition, ramp time, quota attainment, productivity, pipeline health in relation to headcount, and promotion equity—to diagnose organizational health and recommend interventions.
Partner with Talent Acquisition on sales hiring strategy, headcount planning, workforce composition, and hiring cycles tied to sales capacity planning.
Lead or co-lead organizational design and change management for territory realignments, reorganizations, M&A integration, and new market or segment launches.
Coach sales managers and directors on leadership, performance conversations, underperformance, and team motivation.
Partner with Compensation on commission plan design, quota-setting implications, and annual merit, equity, and promotion planning.
Own employee relations matters for the client group, including performance improvement plans and terminations related to quota non-attainment, ensuring fair, consistent, and legally sound resolution.
Champion diversity, equity, and inclusion initiatives for sales teams.
Partner with Talent Acquisition, Legal, and Sales Enablement to design and deliver programs for the revenue organization.
Help sales leaders build and reinforce a culture of high performance, accountability, and inclusion.