Senior Director, HR Business Partner (GTM)

Relay • Raleigh, NC

8d • 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. The role requires a deep understanding of the GTM operating environment, including quota attainment, hiring, performance management, and variable compensation. The ideal candidate is a first-principles operator who can support teams through ambiguity and change management, aligning, supporting, and influencing GTM leaders to ensure business revenue goals are met. This role is critical for supporting Relay's rapid scaling, particularly in GTM headcount, and requires a peer-level partner who can challenge plans, pressure-test organizational design, and shape teams as the company grows. The position will also involve co-delivering training programs for managers and emerging leaders with another Business Partner.

Requirements

• 10+ years of progressive HR/People experience.
• 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.
• 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: ability to build analysis, interpret it honestly, and use it to drive decisions.
• Comfortable in spreadsheets and HR systems; comfortable being questioned on numbers.
• A first-principles problem solver: reasons from the actual business problem and available evidence, and can explain reasoning.
• Experience in a high-growth technology company with operating instincts for pace over perfection, comfort with ambiguity, and willingness to do the work.
• Excellent written and verbal communication skills, 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 (e.g., 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 operational processes, and supporting QBRs.
• Serve as a true business partner to the Head of Sales, Head of CS, and Head of Marketing, building deep relationships to be involved in 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 complexities, and be accessible to individual contributors without undermining the management chain.
• 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, working with Total Rewards to create career ladders and level definitions.
• Advise on build-vs-buy talent strategies, including FTE vs. contractor vs. agency decisions.
• Benchmark and defend GTM pay competitiveness, working with Total Rewards to ensure credible pay ranges and address compensation-related attrition.
• 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 GTM scorecards, interview loops, work samples, and offer strategies.
• Partner with Sales Leaders to define and measure ramp-to-productivity, diagnosing and fixing ramp failures.
• Drive a performance rhythm with clear expectations, frequent coaching, and honest attainment-based assessment, considering context beyond a single number.
• Move decisively on underperformance, coaching managers to intervene early and act quickly.
• Protect and grow talent density through talent reviews, calibration, succession planning, and retention plans for key individuals.
• Analyze GTM attrition to identify root causes and implement interventions.
• Identify and develop the next layer of GTM leaders through stretch opportunities and mentoring.
• Partner with the enablement team to support onboarding and training.
• Handle high-stakes employee relations, including investigations and resolutions for conduct, harassment, and performance matters.
• Manage compliance and mitigate risk, ensuring adherence to multi-state employment law, classification, pay transparency, and documentation.
• Lead the people side of GTM change initiatives, including reorganizations, segment redesigns, and leadership transitions.
• Communicate change credibly by building narratives and manager talking points.
• Build lightweight and durable people processes that support growth.

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
• 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