Senior Director, HR Business Partner (GTM)

Relay • Raleigh, NC

9d • Onsite

About The Position

Relay is seeking a Senior Director, GTM People Services Business Partner to serve as the dedicated business partner for its go-to-market organization, including Sales, Customer Success, Marketing, and Business Development. This individual will be a strategic thought leader supporting the revenue engine at Relay, acting as a trusted advisor to four executive leaders and a coach and escalation point for managers and individual contributors within these functions. The role requires a deep understanding of the GTM operating environment, including quota and attainment, hiring and ramping in cohorts/Pod structures, promoting top performers, and variable compensation. The ideal candidate is a first-principles operator who can support teams facing ambiguity, manage change, and influence leaders to ensure business revenue goals are met. This role is critical for building a trusted partnership with GTM leaders, supporting talent acquisition strategy for the fastest-growing part of the company, and challenging organizational design as Relay scales. The position will also involve co-delivering training programs for managers and emerging leaders.

Requirements

• 10+ years of progressive HR/People experience, including 4+ years as a senior HRBP or People Partner directly supporting go-to-market functions (Sales, Customer Success, and/or Marketing).
• Demonstrated experience supporting executive-level leaders (VP/CRO/CMO/Head-of-level) as a credible peer and advisor, including the ability to influence, push back, and hold a position under pressure.
• Deep working knowledge of GTM compensation: quota and OTE design, pay mix, accelerators, draws, and retention/expansion-linked incentives for post-sale roles.
• Hands-on experience with organizational design, leveling, and job architecture, and workforce/capacity planning in a quota-carrying environment.
• Strong employee relations judgment, including independently conducting sensitive investigations and advising on complex, escalated matters.
• Fluency with people data — able to build the analysis yourself, interpret it honestly, and use it to drive a decision. Comfortable in spreadsheets and HR systems.
• A first-principles problem solver: you reason from the actual business problem and available evidence rather than from precedent or borrowed playbooks, and you can explain your reasoning.
• Experience in a high-growth technology company, with operating instincts like pace over perfection, comfort with ambiguity, and willingness to do the work yourself.
• Excellent written and verbal communication, with the ability to earn trust quickly across executives, managers, and individual contributors.
• Working knowledge of multi-state US employment law and compliance obligations.
• Bachelor’s degree or equivalent practical experience.

Nice To Haves

• Experience scaling a GTM organization through a significant growth stage (for example, doubling revenue or GTM headcount).
• Exposure to B2B SaaS, hardware-plus-software, or subscription business models and their revenue metrics (ARR, NRR, GRR, CAC payback, magic number).
• Experience partnering with Sales Ops, CS Ops, RevOps, and Finance on planning and incentive design.

Responsibilities

• Become fluent in the GTM business, understanding sales motions, segments, pod structures, and operations, and supporting QBRs.
• Serve as a business partner to the Head of Sales, Head of CS, and Head of Marketing, building relationships for consequential decisions.
• Translate business priorities into a people services agenda, owning a rolling GTM people plan tied to revenue objectives.
• Coach executives on leadership and team design, frontline managers on job challenges, and be accessible to ICs.
• Design GTM org structures that scale, partnering on segmentation, coverage models, span of control, and player-coach vs. pure-manager decisions.
• Build and maintain GTM job architecture and leveling, creating clear career ladders and level definitions.
• Advise on build-vs-buy for talent, including FTE vs. contractor vs. agency decisions.
• Benchmark and defend GTM pay competitiveness, partnering with Total Rewards to keep ranges credible and address compensation gaps.
• Run comp planning cycles for the GTM org, managing merit, promotion, equity refresh, and off-cycle decisions.
• Ensure incentive design drives intended behavior and stress-test plans for unintended consequences.
• Raise the hiring bar with Talent Acquisition by enhancing scorecards, interview loops, work samples, and offer strategies.
• Partner with Sales Leaders to define ramp-to-productivity, measure time-to-first-deal and time-to-full-productivity, and work to shorten it.
• Drive a performance rhythm with clear expectations, frequent coaching, and honest attainment-based assessment.
• Move decisively on underperformance by coaching managers to intervene early and act quickly.
• Run talent reviews, calibration, and succession planning across GTM to identify high-potential ICs and future leaders.
• Own GTM attrition analysis and develop specific interventions to reduce regrettable attrition.
• Build a leadership bench by identifying and developing the next layer of GTM leaders.
• Partner with Enablement to support onboarding and training for GTM teams.
• Handle high-stakes employee relations, including investigations and resolutions for conduct, harassment, and performance matters.
• Manage compliance and mitigate risk, ensuring multi-state employment law compliance and proper classification.
• Lead the people side of GTM change, including reorganizations, segment redesigns, and leadership transitions.
• Communicate change credibly by building narratives and manager talking points.
• Design people infrastructure that supports growth, ensuring processes are lightweight and durable.

Benefits

• 100% Paid Insurance: Health, Dental, Vision, Long/Short Term Disability, and Life Insurance for you and your dependents
• Generous Paid Time Off
• 401(k) Savings Plan + Company Match
• Baby Cash Reward + Paid Parental Leave
• Wellness Perks: A world-class onsite fitness center with instructor-led classes, plus tennis, basketball, pickleball, and cycling
• Team Events & Culture: From company celebrations to team outings, we work hard and have fun doing it
• Latest tech, standing desks, and all the tools and software you need to thrive

What This Job Offers

• Job Type: Full-time
• Career Level: Senior