Senior People Partner, GTM

Horizon3

1d•$150,000 - $185,000•Remote

About The Position

Horizon3 is seeking an experienced HR Business Partner to help the company scale through its next phase of growth, with a particular focus on go-to-market teams. The role partners with leaders and employees to translate business priorities into people strategies across organizational design, talent management, coaching and development, compensation, performance management, and employee relations. Working with HRBPs and People Ops partners, the Senior People Partner helps shape and execute HR strategy through a blend of strategic partnership and hands-on program development and delivery in a fast-paced, evolving environment. The position supports Sales, Customer Success, and Marketing leaders, aligning people practices with revenue goals, productivity, and growth. It uses data to guide decisions on performance, engagement, retention, and organizational effectiveness. Horizon3 is a fully remote company; the role may involve up to 10% travel to departmental events such as Sales QBRs and planning offsites.

Requirements

7–10 years of proven HRBP experience supporting high-growth GTM or sales organizations.
Strong understanding of sales motions, including SDR, AE, and Customer Success, as well as performance metrics and productivity drivers.
Experience coaching sales leaders and managing performance in quota-carrying environments.
Ability to operate as a strategic partner while executing in a fast-paced, hands-on environment.
Comfort using data to influence decisions and constructively challenge leaders.
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 stakeholder trust through openness, transparency, and follow-through.
Deep knowledge of HR programs and practices, including employment laws and regulations, coaching and facilitation, performance management, and employee relations.
Comfort navigating a fast-changing environment and managing change.

Responsibilities

Act as the HRBP to go-to-market leaders in Sales, Customer Success, and Marketing, learning revenue drivers, segment strategy, and regional expansion plans.
Translate business goals such as quota attainment, pipeline growth, and 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 GTM manager effectiveness, including inspection rigor, feedback culture, and consistent performance standards across segments such as SDR, AE, and Customer Success.
Drive performance management processes, including goal setting, reviews, and calibration, with a focus on differentiating top and low performers in a revenue context.
Identify and address performance, retention, and engagement risks within GTM teams using data such as attrition, ramp, and productivity.
Advise on organizational structure and coverage models, including territories, segments, and pods, to support scale and efficiency.
Partner with Revenue Operations and Finance to align headcount planning, productivity expectations, and compensation considerations.
Lead talent reviews and succession planning for key GTM roles, supporting a strong bench and internal mobility.
Support onboarding and ramp programs for new GTM managers and leaders, with a focus 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.
Build and facilitate training, workshops, and development programs.