HRBP Director, Global Sales

Twilio

23h•Remote

About The Position

Twilio is seeking an HRBP Director (P6) to serve as the single-threaded HR leader for its Global Sales Organization. This role will support over 500 employees across NAMER, EMEA, LATAM, and APJ, partnering with global and regional sales leaders, the Self Serve business, and Local HRBPs. The primary goal is to drive the people strategy for a business currently at $4B, with an ambitious target of scaling to $10B in the next three years. The ideal candidate will possess deep domain expertise in Sales or Sales Tech, with a sophisticated understanding of sales motions at both small-business and enterprise scales, and familiarity with the levers that drive sales performance, including strategic alignment of incentives and performance models in a high-growth revenue organization. This role requires serving as a trusted advisor to the SVP of Global Sales and her leadership team, shaping workforce strategies to scale teams, strengthen performance, and enable operational excellence across a globally distributed employee population. The position thrives in ambiguity and requires a leader who can build scalable, future-oriented solutions while navigating change. An AI-savvy practitioner is desired, with curiosity about new tools and the ability to integrate AI use cases into HRBP and business functions to synthesize market trends and build data-informed narratives. Fluency in leveraging data, analytics, AI, and automation insights to anticipate talent needs, guide organizational design, and influence systematic change is crucial. The role is an Individual Contributor with global influence, suited for someone who enjoys cross-functional collaboration, shaping culture, and driving organizational effectiveness at scale. It is ideal for a strategic partner, business-savvy advisor, and driver of transformation.

Requirements

10+ years of HRBP or equivalent experience in fast-moving, global, high-growth organizations, ideally in SaaS/CpaaS or customer-facing functions
Sales Domain Expertise: Sophisticated understanding of sales motions across small-business and enterprise scales.
Revenue Strategy: Experience supporting global revenue organizations and a familiarity with the levers that drive sales performance and growth.
AI Savvy: High level of curiosity and practical experience using AI tools to inform strategy forecast capability gaps, or synthesize insights.
Executive Presence: Ability to advise senior leaders on workforce strategy, organizational design, and leadership development.

Nice To Haves

Experience leading HRBP strategy for a Global Sales orgs of 500+ employees, spanning multiple regions (NAMER, APJ, LATAM, EMEA).
Prior experience with change management, digital transformation, or AI adoption initiatives into a global sales or related business functions.
Advanced analytics or people insights experience, including using AI or automation to inform workforce decisions.

Responsibilities

Serve as the trusted HR advisor to the SVP Global Sales and leadership team, shaping talent strategies that drive growth, innovation, and organizational performance.
Proactively learn the business—including products, customers, and revenue levers—to anticipate business shifts and adjust people strategies in advance.
Develop a deep understanding of Twilio’s sales models, and regional dynamics to forecast talent needs and guide workforce planning (WFP).
Provide data-driven recommendations and strategic tradeoffs on organizational design, talent allocation, leadership development, and long term capability planning.
Navigate complex transformations—workforce planning, AI adoption, reorganizations—with empathy, clarity, and influence to drive alignment and adoption across key stakeholders.
Provide confidential one-on-one coaching to senior leaders to enhance strategic thinking, drive change management initiatives, and improve performance.
Integrate organizational design considerations into talent planning, aligning structure, scope, and skill needs to support evolving business priorities.
Assess talent gaps and bench strength, leveraging frameworks to identify critical skill needs and successor readiness for continued business growth and scale.
Partner proactively with Talent Acquisition teams to shape pipeline health and ensure talent investments are hyper-aligned with business needs.
Map dependencies across teams for major initiatives, ensuring resourcing, skills, and governance are in place to accelerate product and service delivery.
Pioneer and lead succession planning, leadership development, and retention strategies for critical roles.
Bring forward proactive insights, trends, and business-relevant narratives rather than just delivering data when asked.
Partner closely with the People Data Solutions & AI team to develop and scale tools—including AI-powered assistants and data orchestration frameworks—to optimize insights, streamline analytics processes, and integrate multiple data sources.
Translate complex data into clear, cohesive narratives for executives, influencing decision-making on talent, structure, and organizational design.
Advise early on change implications and facilitate workshops to help sales leaders evaluate tradeoffs during our ongoing transformation.
Partner with Finance, Legal, and other People Team stakeholders to integrate design changes into the broader operating model, balancing business objectives with People Team priorities.
Promote initiatives that embed equity, inclusion, and belonging across the global operations organization.
Continuously educates themselves on external industry trends and benchmarks externally to inform better practices.
Collaborating with peers to share and implement strategies for fostering an inclusive and high-performing culture.