Senior HRBP Manager, GTM

Twilio

1d•$141,520 - $208,000•Remote

About The Position

Twilio is seeking a Senior HRBP Manager, GTM – Strategic Growth, Partners & Sales Enablement. This role is for an individual who can translate people strategy into business impact, thriving at the intersection of Go-To-Market strategy, partner ecosystems, sales enablement, operations, strategic growth, and carrier relations. The ideal candidate will be energized by complex global organizations and serve as a trusted advisor to senior executives, partnering directly with a Senior Vice President and four Vice Presidents across Industry Relations & Strategic Growth (IR&SG), Partners, and GTM Operations and Sales Enablement (GTM SOE). The role involves driving workforce strategies to scale teams, enhance operational performance, and shape culture within a globally distributed organization of approximately 175 employees. This position goes beyond traditional HR operations, requiring an understanding of how specialized talent fuels business growth and a proven track record of designing strategies to attract, develop, and retain high-impact professionals globally. The candidate will leverage data, analytics, AI, and automation insights to anticipate talent needs, guide organizational design, and influence systemic change. This is an Individual Contributor role with high executive visibility and global influence, suitable for someone who excels at cross-functional collaboration, shaping high-performing cultures, and driving organizational effectiveness at scale.

Requirements

7+ years of HRBP or equivalent experience in fast-moving, global, high-growth technology organizations, ideally supporting Industry Relations & Strategic Growth (IR&SG), Partners, or GTM Operations and Sales Enablement (GTM SOE).
Proven track record of designing and executing talent strategies that drive business outcomes, improve performance, and enable growth.
High-level understanding of GTM operating models, SaaS/CPaaS sales motion dynamics, enablement frameworks, and partner ecosystem strategies across IR&SG, Partners, and GTM SOE.
Ability to influence senior leaders, provide data-driven recommendations, and navigate complex, cross-functional decision-making.
Demonstrated expertise in workforce planning, organizational design, leadership development, and talent retention strategies at scale.
Strong skills in data, analytics, AI, and automation insights to inform strategy, anticipate talent needs, and influence systemic change.
Comfortable operating in ambiguous, fast-paced environments, translating insights into action, and driving results across regions.
Exceptional communication, coaching, and stakeholder management skills, with the ability to build trust at all levels.

Nice To Haves

Experience leading HRBP strategy for global teams of 200+ employees, spanning multiple regions (NAMER, APJ, LATAM, EMEA).
Prior experience managing change initiatives related to AI adoption, GTM restructures, or enablement digital transformations.
Advanced analytics or people insights experience, including using AI or automation to inform workforce decisions.
Experience advising executive leadership on complex workforce challenges, including critical skill gaps, high-potential pipelines, and organizational redesign.

Responsibilities

Serve as the trusted HR advisor to 1 SVP and 4 VPs across IR&SG, Partners, and GTM SOE, shaping talent strategies that drive revenue enablement, partner ecosystem expansion, and organizational performance across Product, Sales, and Finance touchpoints.
Learn and know the business inside and out, anticipating talent needs and capability gaps at scale. Understand SaaS/CPaaS GTM dynamics, sales enablement methodologies, partner ecosystems, and strategic growth drivers unique to IR&SG, Partners, and GTM SOE.
Provide data-driven recommendations and strategic trade-offs on organizational design, talent allocation, capability planning, and resourcing.
Partner with leaders to cultivate a high-performing, agile, and inclusive culture hyper-aligned with business and workforce priorities.
Navigate complex transformations—workforce planning, AI adoption, reorganizations—with empathy, clarity, and influence to drive alignment and adoption across key stakeholders.
Provide confidential one-on-one coaching to senior leaders to enhance strategic thinking, drive change management initiatives, and improve performance.
Lead strategic workforce planning, skills gap analysis, and capability assessments to ensure IR&SG, Partners, and GTM SOE teams are structured for optimal execution.
Partner closely with Talent Development and Learning teams (TED) to evaluate talent pipelines, successor readiness, and critical skill needs across all three organizations.
Design global organizational structures that balance operational efficiency, responsiveness, and cross-functional agility across GTM SOE, Partners, and IR&SG.
Pioneer succession planning, mobility strategies, and retention frameworks for key roles across IR&SG, Partners, and GTM SOE.
Utilize HR analytics, predictive workforce modeling, and AI-enabled tools to generate actionable insights and guide evidence-based leadership decisions.
Partner closely with the People Data Solutions & AI team to develop and scale tools—including AI-powered assistants and data orchestration frameworks—to optimize insights, streamline analytics processes, and integrate multiple data sources.
Monitor and integrate external workforce trends, emerging research methodologies, and new technologies to continuously enhance marketing workforce strategy; advise on emerging risks and opportunities.
Translate complex data into clear, cohesive narratives for executives, influencing decision-making on talent, structure, and organizational design.
Continue to assess workflows to understand future of work and what puts and takes are needed to activate.
Drive seamless adoption of new HR programs, AI tools, and workforce strategies across distributed global teams in IR&SG, Partners, and GTM SOE.
Provide guidance on employee relations, performance management, and compliance, balancing fairness with business priorities.
Promote initiatives that embed equity, inclusion, and belonging across the marketing organization.