Senior HR Business Partner, GTM

Horizon3 AI

4d•Remote

About The Position

Horizon3.ai is seeking an experienced and driven Senior HR Business Partner to support its Go-to-Market (GTM) teams. This role is crucial for scaling the company through its next growth phase. The People team is rapidly evolving, and we need teammates who are thoughtful, collaborative, and eager to build and scale impactful programs. As an HRBP, you will partner with leaders and employees, particularly within GTM (Sales, CS, Marketing), to drive outcomes in organizational design, talent management, coaching, development, compensation, performance management, and employee relations. You will translate business priorities into people strategies that enable high performance and effective scaling. Working with a team of HRBPs and People Ops partners, you will help shape and execute HR strategy, balancing strategic thinking with hands-on execution in a fast-paced, evolving environment. This role requires the ability to build, iterate, and improve programs in real-time.

Requirements

Proven HRBP experience (7 - 10 years) supporting high-growth GTM or sales organizations.
Strong understanding of sales motions (SDR, AE, CS), performance metrics, and productivity drivers.
Experience coaching sales leaders and managing performance in quota-carrying environments.
Ability to operate as a strategic partner while also executing in a fast-paced, hands-on environment.
Comfort using data to influence decisions and challenge leaders constructively.
Strong judgment in employee relations and ability to navigate ambiguity and complexity.
Significant experience partnering with globally distributed teams across time zones.
Ability to build trust with stakeholders through openness, transparency, and follow-through.
Deep knowledge of HR programs and practices, including employment laws and regulations, coaching and facilitation, and performance management and employee relations.
Comfort navigating a fast-changing environment and managing change.
Experience with building and facilitating training, workshops, and development programs.

Responsibilities

Act as the HRBP to GTM leaders (Sales, CS, Marketing), understanding revenue drivers, segment strategy, and regional expansion plans.
Partner with GTM leadership to translate business goals (quota attainment, pipeline growth, retention) into organizational design, talent, and performance strategies.
Coach frontline and second-line sales leaders on performance management, accountability, and building high-performing teams in a quota-driven environment.
Support manager effectiveness in GTM, including inspection rigor, feedback culture, and consistent performance standards across segments (e.g., SDR, AE, CS).
Drive performance management processes (goal setting, reviews, calibration) with a focus on differentiating top vs. low performers in a revenue context.
Identify and address performance, retention, and engagement risks within GTM teams using data (attrition, ramp, productivity).
Advise on organizational structure and coverage models (territories, segments, pods) to support scale and efficiency.
Partner closely with RevOps and Finance to align headcount planning, productivity expectations, and compensation considerations.
Lead talent reviews and succession planning for key GTM roles, ensuring a strong bench and internal mobility.
Support onboarding and ramp programs for new managers and leaders in GTM, focusing on speed to productivity.
Manage employee relations issues within GTM teams with sound judgment, balancing business needs, fairness, and risk.
Partner with People Ops on compensation questions, performance philosophy, and scalable programs tailored to GTM needs.
Use data and insights to proactively guide decisions, not just respond to issues.