HR Business Partner – Sales
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, including the CRO, VPs of Sales, and Regional or Sales Directors, to build high-performing revenue teams, shape organizational design, and lead talent, culture, and change initiatives as the go-to-market organization evolves. The position calls for credibility with commercial leaders and a strong understanding of quota-carrying, commission-driven workforces. The HRBP advises Sales leadership on organizational design, territory and quota structures, workforce planning, and leadership effectiveness. The role translates revenue targets and go-to-market strategy into people strategies; leads talent management and sales-specific hiring and workforce planning; and uses organizational analytics to identify issues and recommend interventions. It also leads or co-leads change efforts, coaches sales leaders, partners on compensation and commission planning, handles employee relations matters, champions diversity and inclusion, and collaborates with cross-functional partners to deliver programs for the revenue organization.
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 leaders, including CRO-, VP-, and Director-level sales 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 and presence 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 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 organizational levels.
- Bachelor's degree required.
Nice To Haves
- Advanced degree in business administration, human resources, or organizational psychology.
- SHRM-SCP or SPHR certification.
Responsibilities
- Serve as a strategic advisor to senior Sales leadership 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, spans of control, and role architecture.
- Lead talent management for the client group, including performance management, calibration, succession planning, promotions, and career pathing for sales career tracks.
- Use people and business analytics—including attrition, ramp time, quota attainment, rep productivity, pipeline health in relation 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 and quarterly hiring cycles.
- Lead or co-lead organizational design and change management related to territory realignments, reorganizations, M&A integration, and new market or segment launches.
- Coach sales managers and directors on leadership, performance conversations, underperformance in quota-driven settings, 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, while ensuring fair, consistent, and legally sound resolution.
- Champion diversity, equity, and inclusion initiatives focused on building diverse sales teams.
- Partner with Talent Acquisition, Legal, Sales Enablement, and other cross-functional teams 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
