Sr Human Resources Business Partner - GTM

Ingram Micro•Buffalo, NY

17d•Hybrid

About The Position

This role will be located at our downtown Buffalo, NY location. This is a hybrid work environment, offering 2 remote days per week. We are seeking a strategic HR Business Partner (HRBP) to support our Go-To-Market (GTM) organization, partnering directly with senior leaders to drive business performance through people strategy. This role goes beyond traditional HR—serving as a trusted advisor to leadership, aligning talent, structure, and performance with business outcomes such as revenue growth, productivity, and organizational effectiveness.

Requirements

8+ years of progressive HR experience
5+ years as an HR Business Partner
Experience supporting revenue-generating or GTM organizations (Sales, Vendor, Commercial teams)
Proven ability to influence senior leaders and drive business outcomes through people strategy
Demonstrated success leading complex organizational initiatives and change efforts
Strong coaching capability with a track record of elevating leader effectiveness
Ability to operate with high autonomy in fast-paced, ambiguous environments
Strong understanding of how talent impacts financial performance (growth, productivity, margin)
Ability to use data to diagnose issues and drive decisions
Experience managing complex employee relations issues and risk
Executive communication and stakeholder influence
Strategic thinking with operational execution
Problem-solving in complex, ambiguous situations
Project and program leadership

Responsibilities

Partner with GTM leadership (Sales, Vendor Management, Marketing) to align people strategy with revenue and growth objectives
Translate business priorities into workforce plans, org design, and talent strategies
Drive clarity in ownership, accountability, and decision-making across teams
Coach leaders to raise the bar on performance, accountability, and execution
Lead performance management strategies that differentiate talent and drive results
Support leaders in making and executing difficult talent decisions
Diagnose organizational challenges and implement solutions to improve: Speed of execution, Team effectiveness, Cross-functional alignment
Lead org design, restructuring, and role clarity initiatives tied to business outcomes
Lead and resolve complex employee relations matters with sound judgment and risk mitigation
Conduct investigations and provide guidance aligned with legal and compliance standards
Influence leaders to proactively address performance and behavioral issues
Anticipate future talent needs and build scalable workforce strategies
Partner on succession planning, talent reviews, and leadership pipelines
Leverage data to identify trends and drive proactive talent decisions
Drive adoption and effectiveness of core HR programs including: Performance management, Compensation and rewards, Learning and development, Diversity, equity, and inclusion
Ensure HR processes are efficient, scalable, and aligned to business needs
Use data and insights to continuously improve HR impact