Senior People Partner

Forter

17h • Hybrid

About The Position

We are looking for a strategic, commercially-minded Sr. HR Business Partner to support the leaders and teams driving our GTM and G&A functions—including Marketing, Partnerships, Finance, and Legal.
This is a high-impact, relationship-led role. You will partner directly with our executive team members—as well as Director+ leaders across their organizations—to shape people strategy, drive organizational effectiveness, and ensure our commercial and G&A functions are set-up to innovate and scale in the AI era. You'll bring a sharp blend of business acumen, HR expertise, and data fluency—grounded in firsthand experience supporting senior executives and revenue-focused teams.
Your center of gravity will be strategic partnership, org design, talent, and change—not day-to-day operations. You'll be the go-to People Partner for your business units and a key contributor to the broader People team.

Requirements

• 8+ years of HR experience, with at least 4–5 years as an HRBP supporting senior leaders in a high-growth tech or SaaS environment.
• Direct experience supporting commercial or GTM functions (e.g., Marketing, Business Development, Sales, Customer Success)—you understand the pace, pressures, and talent dynamics of revenue-adjacent teams, and have partnered with them at a senior level.
• Strong command of HR fundamentals: employee relations, performance management, compensation, and employment law, with the ability to serve as a credible subject matter expert.
• Curiosity with AI—able to provide strong use cases for how you’ve utilized AI to experiment and innovate.
• Demonstrated ability to work from data, not just intuition—you can pull, interpret, and present people analytics as clear narratives and actionable recommendations.
• Ability and interest in facilitating sessions with the teams you support—whether it’s root cause analysis, team-building, or autonomously built training modules.
• Outstanding interpersonal, communication, and coaching skills; a track record of building trust across a wide range of personalities, functions, and levels.
• Highly autonomous and self-directed—you don't need close direction to move work forward, and you're comfortable making sound judgment calls without a lot of hand-holding. You know when to escalate and when to just handle it.
• Built for high capacity: you manage a large, varied book of work across multiple functions and time zones without losing quality or responsiveness. You context-switch fluidly and can hold competing priorities without dropping threads.
• A balance of strategic vision and hands-on execution—you're willing to roll up your sleeves while keeping an eye on the bigger picture.

Nice To Haves

• Experience partnering with G&A functions (e.g., Finance, Legal, Operations) is strongly preferred; comfort navigating both sides of the house is a meaningful differentiator for this role.

Responsibilities

• Strategic partnership & org design
• Act as a trusted thought partner to Directors, VPs, and Executives across G&A and GTM functions, translating business priorities into clear people plans—including org design, role architecture, and workforce planning to support growth and profitability goals.
• Challenge and influence leaders with a solution-oriented mindset; join and facilitate leadership forums and planning sessions to bring a people lens into decision-making and connect people strategy to business outcomes, not just HR process.
• Talent, performance, and succession planning
• Drive end-to-end talent management processes—performance reviews, calibration, talent assessments, and succession planning—using people data (performance, attrition, engagement, exit feedback) to identify trends, flag risks, and deliver data-backed recommendations.
• Partner with Talent Acquisition and leaders to define role profiles, interview plans, and leveling criteria; ensure consistent standards for hiring and promotion across your functions.
• Manager and leader coaching
• Independently coach and develop managers and senior leaders on performance, compensation, feedback, and team effectiveness—building capability through 1:1 coaching, facilitated sessions, and targeted interventions that raise the bar on people leadership.
• Employee relations, culture, and engagement
• Own complex and sensitive employee relations cases end-to-end while proactively taking the pulse of teams through listening sessions, check-ins, and engagement surveys—synthesizing themes and partnering with leaders on concrete follow-through.
• Partner with the broader People team to design and deliver programs that strengthen engagement, inclusion, and a high-performance, feedback-rich culture.
• Programs, change, and cross-functional work
• Lead or co-lead People programs (performance cycles, promotions, talent reviews, org changes), partnering with HR Ops, L&D, and COEs to standardize, scale, and automate core processes with the employee experience at the center.
• Act as a connector across functions—surfacing friction points and helping leaders align roles, responsibilities, and ways of working across GTM, G&A, and R&D.

Benefits

• Competitive salary
• Restricted Stock Units (RSUs)
• Matching 401K Plan
• Comprehensive and generous health insurance, including vision and dental coverage
• Home office allowance
• Generous PTO policy
• Half day Fridays

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level
• Education Level: No Education Listed