Senior People Business Partner

Teleport

7d•$148,000 - $240,000•Remote

About The Position

As a Senior People Business Partner, you’ll be a founding member of the Organizational Effectiveness function at Teleport. Reporting to the Senior Manager, Organizational Effectiveness, you'll be a partner to the go-to-market organization. You’ll sit close to their senior leaders and managers partnering with them to keep these organizations healthy and effective over time. This is a strategic role for an experienced People Business Partner who knows go-to-market teams well. You’ll diagnose organizational health, spot trends and capability gaps as these teams grow, and partner with leaders to set priorities and work on what keeps teams strong at scale: manager development, org design, succession, and leadership programs you can measure. You’ll work hand in hand with our HR team, who owns the employee lifecycle globally. You’ll share context, align on priorities, and give the leaders and managers you both support one consistent experience.

Requirements

12+ years partnering with senior leaders as a People or HR Business Partner or in organizational development, or 8+ years with an advanced degree in a related field.
Deep experience partnering with go-to-market organizations such as Sales, Revenue, Marketing, Finance and Business Operations, and fluency with how commercial teams operate, including pipeline and quota-carrying dynamics.
A track record of developing senior-level leaders and above, and coaching managers to improve their effectiveness.
Strength in org design, succession, change management, and measuring the effectiveness of the programs you run.
The presence to influence senior leaders and offer a candid point of view, without formal authority.
Sound judgment on when to act, when to bring in HR, and how to hold confidentiality, working primarily from aggregate team-health data.

Responsibilities

Diagnose the health of the organizations you support: how teams are doing and where they’re headed.
Measure the effectiveness of programs and processes, and adjust based on what the data shows.
Coach managers and senior leaders as they grow, and help them confidently guide their teams through change and navigate complex organizational challenges.
Lead org design, team structure, and succession planning with your business leaders.
Design leadership development and offsites that lift manager capability across the org, with a clear learning arc.
Partner closely with the HR team, pairing your proactive work on org health with the structure and judgment they bring to how people are supported, so the People function is stronger for it.
Bring modern tools, including AI like Claude, to work faster and sharpen how you diagnose org health, and help the managers you support do the same.