People Partner, GTM

Fireworks•San Mateo, CA

12h

About The Position

Fireworks is hiring an experienced People Partner to support its Go-To-Market organization, including Sales, Marketing, Partnerships, and Revenue Operations. The role partners closely with GTM leaders, develops a deep understanding of business priorities and operating dynamics, delivers core people programs, and addresses ambiguous organizational challenges with practical, business-focused solutions. The People Partner acts as a trusted strategic advisor and hands-on coach to leaders and managers. The role helps leaders hire effectively, set expectations, give feedback, navigate organizational change, and build a strong GTM culture aligned with company-wide values. It also develops GTM-focused onboarding and performance management approaches, supports employee experience initiatives, partners with Recruiting on talent standards, uses people data to identify organizational and retention risks, and manages employee relations with sound judgment.

Requirements

5–8 years of progressive HR experience.
Meaningful experience as an HRBP or People Partner supporting Sales, Marketing, or Customer Success organizations.
Fluency in how GTM organizations operate and ability to communicate directly with GTM leaders in their business language.
Experience partnering with all levels of management, from VP+ leaders to frontline and first-time managers.
Demonstrated sound judgment in employee relations, including knowing when to coach, act, or escalate.
Highly analytical, first-principles mindset, with the ability to use data to diagnose root causes and build simple, scalable approaches.
Experience directly and frequently coaching managers and new leaders.
Good judgment about when to build a solution and when to escalate to People Ops or a Center of Excellence.
Excellent written and verbal communication skills, with the ability to balance nuance and directness and build trust quickly.
Familiarity with GTM compensation structures, including commission plans, quota attainment, and SPIFFs, and how they relate to core compensation philosophy.

Responsibilities

Serve as an embedded strategic advisor to GTM leadership, maintaining business context and framing people solutions in business terms.
Proactively identify systemic risks and opportunities, challenge leaders candidly, and prioritize high-impact organizational issues.
Provide frequent, hands-on coaching to managers and leaders, including new hires and first-time people leaders.
Equip leaders to hire effectively, set clear expectations, deliver direct feedback, and manage organizational changes such as reorganizations, role changes, and team splits.
Build and drive a new-hire landing and onboarding experience tailored to GTM roles.
Launch and own a performance management approach suited to quota-carrying, customer-facing teams.
Drive employee experience initiatives such as in-office events and offsites, selecting activities for their impact.
Partner with Recruiting to calibrate GTM role scope, leveling, and talent standards.
Use headcount, performance, attrition, and engagement data to identify talent-density concerns, potential declines in hiring standards, top talent, and flight risks.
Manage employee relations within the GTM organization, recommending appropriate resolutions and determining when to coach, act, or escalate.
Champion a GTM-specific culture that reinforces company-wide values.
Shape and influence people programs, using judgment about when to build solutions and when to escalate to People Ops or a Center of Excellence.