HR Business Partner – Engineering
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. The HRBP needs credibility with commercial leaders and an understanding of quota-carrying, commission-driven workforces. Responsibilities include advising Sales leadership on organizational design, territory and quota structure, workforce planning, and leadership effectiveness; translating revenue targets and go-to-market strategy into people plans; leading talent management; using people analytics to assess organizational health; partnering on sales hiring and compensation; supporting organizational change; coaching managers; and handling employee relations. The role also supports inclusion and culture initiatives and works cross-functionally with Talent Acquisition, Legal, Sales Enablement, and Compensation. The role requires 7–10+ years of progressive HR Business Partner experience, including substantial support for Sales, Revenue, or other quota-carrying or commission-based groups. A bachelor's degree is required. The base pay range is $210,000 to $265,000, depending on skills, qualifications, experience, and location.
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 CRO-, VP-, and Director-level sales leaders.
- Deep understanding of sales organizational structures, compensation plans including base, commission, and OTE, quota methodology, and sales talent dynamics.
- Track record leading organizational design, workforce planning, and change management in a fast-paced, target-driven, high-growth environment.
- Strong coaching skills and credibility to influence senior commercial leaders.
- Data-driven approach to HR and comfort building and interpreting people analytics dashboards, including attrition, ramp, and productivity.
- Sound judgment and experience handling 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 all levels of the organization.
- Bachelor's degree required.
Nice To Haves
- Advanced degree in business administration, human resources, 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 full-cycle 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 as it relates to headcount, and promotion equity, to assess organizational health and recommend interventions.
- Partner with Talent Acquisition on sales hiring strategy, headcount planning, and workforce composition, including seasonal or quarterly hiring cycles.
- Lead or co-lead organizational design and change management for territory realignments, reorganizations, M&A integration, or new market and segment launches.
- Coach sales managers and directors on leadership, performance conversations, managing underperformance, and team motivation.
- Partner with Compensation on commission plan design, quota-setting implications, and annual compensation planning, including merit, equity, and promotions.
- Handle employee relations matters, including performance improvement plans and terminations related to quota non-attainment, ensuring fair, consistent, and legally sound resolution.
- Champion diversity, equity, and inclusion initiatives focused on building diverse 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.
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What This Job Offers
Job Type
Full-time
Career Level
Senior
