Principal HR Business Partner, GTM, Americas

Bloomreach

20h•$140,000 - $180,000•Remote

About The Position

Bloomreach is seeking an experienced HR Business Partner to support its Go-to-Market (GTM) organization in the Americas. The Principal HRBP will act as a trusted advisor to GTM leaders on people-related matters, including organizational design, performance and talent management, capability building, culture, and AI-enabled ways of working. This role involves both strategic planning and hands-on execution, shaping the long-term people agenda while addressing immediate issues. The position is remote within the USA and will collaborate with distributed teams across different time zones.

Requirements

8+ years of experience as an HR Business Partner (or similar) supporting senior leaders in a GTM or customer-facing organization
Experience operating at equivalent level, influencing VP-level stakeholders and navigating ambiguity with limited oversight.
Strong grounding across core HR domains: org design, performance and talent management, employee relations, rewards, and change management.
Demonstrated experience supporting or leading org design and change in knowledge-work environments (ideally GTM-heavy organizations such as Sales, Marketing, or Customer-facing teams).
Demonstrated comfort working with sales compensation and quota-carrying populations (e.g. plan interpretation, performance management, alignment to org design and change).
Comfortable using data (people metrics, performance and pipeline data, engagement, qualitative insights) to diagnose issues, connect them to compensation and performance, and influence decisions.
Excellent stakeholder management, relationship-building and communication skills; able to challenge constructively and build trust quickly.
Proven track record of coaching leaders and managers to grow their people leadership capability, including in AI-enabled and high-change environments.
Experience working with distributed or global teams across time zones.
Experience supporting or driving AI-enabled transformation (e.g. introducing new tools, skills, and ways of working across large teams).
Familiarity with modern HR and GTM tech stacks (e.g. Bamboo or similar HRIS, Greenhouse or similar ATS, engagement tools, sales performance / incentive tools).

Responsibilities

Partner with senior Sales & Marketing leaders to understand business and GTM strategy, and translate it into a clear people plan for the Americas GTM organization.
Diagnose org health (structure, headcount mix, capability, engagement, ways of working) across GTM teams and propose data-driven interventions.
Support organizational design, restructures and workforce planning (e.g. team shape, IC/Manager mix, quota-carrying vs. non-quota roles, regional coverage, AI-assisted roles) aligned to GTM and portfolio priorities.
Act as a thought partner on culture, change management, leadership effectiveness, and how to build a strong, AI-enabled GTM organization over time.
Coach GTM leaders and managers to build high-performing, healthy teams with strong focus on top talent retention, especially for quota-carrying and revenue-critical roles.
Navigate the nuance of quota-carrying roles and sales performance management (e.g. under-performance, plan changes, territory realignments), ensuring fair, consistent and timely processes.
Partner with Sales Compensation / Rewards teams to interpret and operationalize sales compensation plans, helping leaders and managers understand how plan design, crediting and targets show up in day-to-day leadership decisions.
Coach managers to handle people issues early and well, building their leadership confidence and capability, especially in performance management and difficult conversations linked to incentives and targets.
Support annual compensation and benefits processes for client groups, including market reviews, promotions, quota and incentive-related decisions, and pay changes.
Lead or co-own people-related transformation in GTM – e.g. reorganizations, new operating models, shifts in coverage/territories, adoption of AI tools and workflows, or changes in how GTM partners with other teams.
Partner with People CoEs (Talent, Rewards, DEI, Learning, etc.) and GTM Operations to roll out global programs and adapt them for the GTM.
Use engagement feedback data from GTM teams—combined with performance and attainment insights—to co-create action plans with leaders and track progress over time.
Champion an inclusive, psychologically safe, high-performance culture across GTM, helping teams experiment with AI and new ways of working while maintaining clarity, fairness and trust.