Human Resources Business Partner, GTM

Zip•San Francisco, CA

11d•Hybrid

About The Position

Zip is the AI platform for enterprise procurement — built for humans and agents working together. By orchestrating procurement across teams, tools, and suppliers with the help of AI agents, companies can secure the resources they need to innovate faster than ever before. The world’s most influential enterprises trust Zip, including T-Mobile, OpenAI, AMD, Mars, Dollar Tree, and more. Together they’ve saved over $8 billion and processed over $500 billion in spend. Zip’s team includes product leaders from Apple, Airbnb, and Meta, as well as former procurement leaders from United Health, Sanofi, MGM Resorts, Discover, and NASA. Backed by Adams Street, Alkeon, BOND, CRV, DST, Tiger Global, and Y Combinator, Zip has raised $371 million, most recently at a $2.2 billion valuation and has been recognized by Forbes Fintech 50, Fast Company's Most Innovative Companies, Inc. Best in Business, and LinkedIn Top Startups. Your Role You operate as a trusted strategic partner to NAMER Sales, Marketing, and Customer leadership — the person they come to when thinking through org design, team structure, and performance challenges within their function. You independently own people initiatives end to end within GTM, applying strong HR domain expertise and knowledge of GTM to define the right approach rather than defaulting to established playbooks. You bring both strategic thinking and operational depth — equally comfortable shaping a team structure conversation and coaching a manager through a difficult performance issue in the same week. You build credibility with GTM leaders through the quality of your judgment and follow-through, earning influence across teams and functions even without direct authority over them.

Requirements

Demonstrated experience as an HR Business Partner supporting go-to-market organizations at a high-growth technology company, with a track record of independently owning projects end to end
Foundational knowledge of GTM practices and operations — comfortable engaging with performance metrics, quota setting, pipeline mechanics, and how sales/marketing teams measure success
Experience leading people initiatives in ambiguous environments — able to define an approach where no clear precedent exists, rather than needing one handed to them
Strong org design instincts, with experience advising leaders on headcount planning, team structure, and leveling
Credibility with sales audiences — genuine fluency in how sales teams are built and operate, and the ability to earn leaders' trust because of it
Comfort operating at both strategic and ground level — able to shape a people approach and then get into the details of a specific coaching situation
Sound judgment on complex, sensitive employee matters, including knowing when to escalate and how to balance legal, business, and human considerations

Nice To Haves

Experience building or significantly scaling a people partnership model at a company growing through a major inflection point (e.g. Series C through IPO)

Responsibilities

Own the end-to-end people partnership for our NAMER go-to-market function, advising Sales, Marketing, and Customer leaders on org design, team structure, performance coaching, and leadership effectiveness
Partner closely with Total Rewards, People Ops, and Talent Acquisition to execute GTM talent strategy and ensure alignment across the broader People function
Lead people initiatives within GTM — including career framework rollout support and cross-functional talent programs — from design through execution
Coach and develop managers on core people leadership skills: performance management, career development, feedback, and team building
Bring GTM functional context into broader People programs, contributing domain expertise that helps those programs land well for Sales, Marketing, and Customer teams
Navigate complex employee relations matters within GTM with sound judgment, appropriate confidentiality, and a clear framework for risk and resolution
Partner with Talent Acquisition on GTM hiring strategy, leveling calibration, and candidate experience