Principal People Success Partner (GTM and Sales Excellence)

Toast•New York, NY

13d•$159,000 - $254,000•Hybrid

About The Position

As a Principal People Success Partner (GTM & Sales Excellence), you will be at the intersection of business strategy and talent execution. Reporting to the Director of People Success (GTM), you will primarily focus on the core Sales organization while connecting the dots across Sales, Marketing, Enterprise, and Onboarding. This is a senior-level individual contributor role designed for someone who can navigate a high-growth, matrixed environment with ease. As an enterprise connector, the Principal PSP drives cross-functional talent strategies, influencing senior leaders to align talent priorities with broader business goals. You will be responsible for leading complex organizational health strategies and will act as a systemic thinker, collaborating with other PSPs to shape the overarching talent density of business units.

Requirements

10+ years of HRBP/PSP experience, specifically supporting high-pressure Sales and Marketing organizations in a hyper-growth SaaS environment.
Deep understanding of "classic sales" mechanics, including accelerators, booked vs. live "haircuts," and sales leadership scorecards.
A proactive interest in adopting and experimenting with AI to solve for scale. Comfortable using data to identify gaps and drive solutions.
Proven success leading "Big Rock" initiatives.
Ability to marry quantitative trends (attrition trackers, quota attainment) with qualitative leadership coaching.
Exceptional ability to influence through complex/matrix structures and tell the truth to senior leadership, even when it's uncomfortable.

Responsibilities

Partner directly with GTM VPs and leadership teams to align cross-functional talent strategies with long-term business goals.
Serve as a "Culture Mirror" and trusted coach for senior leadership, providing courageous feedback on team effectiveness and leadership capability.
Lead the multi-year transformation of the global Sales organization, standardizing excellence in hiring, coaching, and performance culture.
Proactively experiment with AI technology to automate people processes and evolve AE attrition models from "backward-looking" to "predictive".
Diagnose current health and design future-ready structures, focusing on role scoping, spans/layers, and territory-driven retention.
Serve as a primary contact and partner for Center of Excellence (COE) teams, ensuring global programs (such as Annual Review Cycles) are scalable for GTM without creating bespoke solutions.
Marry quantitative trends (attrition trackers, quota attainment) with qualitative insights to pressure-test root causes of business gaps.