Sr. People Business Partner Director, GTM

IonQ•Washington, DC

14h•$176,000 - $220,000•Remote

About The Position

IonQ is seeking a Sr. People Business Partner Director to lead People Business Partner support for its global Go-To-Market (GTM) organization. The role serves as the primary People partner to the Chief Business Officer and GTM leadership, working across sales, marketing, customer success, field engineering, revenue operations, and other commercial functions to translate business priorities into people and organizational strategies that drive growth and performance. This is a highly visible, hands-on role supporting IonQ's commercial growth. The leader will help scale a high-performing sales and GTM culture, develop the talent and organizational foundations for a fast-growing, geographically distributed team, and establish a PBP model that can expand with the organization. The position calls for strong business and sales HR acumen, executive presence, collaboration, and a pragmatic, action-oriented approach. The position may be based in the Washington, D.C. Metro area, Boston, Massachusetts, or remotely in the U.S. Eastern or Central time zones. Travel may be up to 25%, domestic or international. Compensation includes base pay, bonus, equity, and benefit options. The listed base salary range is $176,000–$220,000 USD, with final compensation varying according to individual and market factors.

Requirements

12+ years of progressive HR/People experience, including significant senior HR Business Partner leadership experience.
Demonstrated experience partnering directly with senior sales, marketing, or commercial leadership teams.
Hands-on involvement in annual compensation planning alongside Finance and Sales Operations, including quota setting and plan changes.
Experience supporting quota-carrying, revenue-focused, or commercial/GTM organizations.
Experience supporting a business through significant commercial scaling, market expansion, or transformation, including acquisition integration.
Strong business acumen and ability to connect people strategy directly to revenue and commercial outcomes.
Expertise in organizational design, talent management, succession planning, leadership coaching, and change management.
Experience operating as a function of one or close to it, with a clear approach to prioritization and decisions about what not to do.
Strong executive presence and judgment, with the ability to influence and constructively challenge senior leaders.
Ability to operate effectively in a fast-moving, ambiguous, high-growth environment.

Nice To Haves

Experience building a PBP or HRBP function from the ground up, including scaling from individual contributor to team leader.
Experience supporting global or internationally distributed sales organizations, including EMEA, public sector/federal, or emerging markets.
Experience with sales compensation design, territory planning, or quota methodology.
Experience working within a high-growth technology or deep-tech company.

Responsibilities

Serve as the senior People advisor to GTM leadership, advising on organizational effectiveness, talent, workforce planning, leadership, and culture.
Translate GTM commercial strategy and revenue priorities into people strategies that support pipeline growth, sales productivity, and go-to-market execution.
Develop an understanding of IonQ's commercial motion, including sales segments, quota structures, territory design, and buyer landscape, to identify organizational opportunities and risks.
Coach senior leaders through organizational, talent, performance, and leadership decisions.
Design a PBP model and coverage plan for a fast-growing, quota-carrying commercial organization, including when and how to add headcount.
Partner with Sales Compensation and Total Rewards on compensation and rewards programs, including plan design, quota-setting support, leveling, and offer governance.
Partner with Talent Acquisition on GTM hiring by translating growth plans into workforce plans and role requirements, promoting consistent hiring standards and processes, and sharing quality-of-hire and ramp signals.
Partner with managers on onboarding and ramp, identifying factors affecting time to full productivity and needed changes.
Execute enterprise-wide People practices across GTM, including performance management, annual compensation review, and engagement survey cycles.
Hire, develop, and set priorities and performance expectations for PBPs as the team expands.
Lead GTM organizational design, including territory and coverage models, team structures, leadership accountabilities, and workforce planning.
Guide leaders and the organization through growth, restructuring, and changing go-to-market priorities.
Balance enterprise-wide consistency with the needs of a commercial, revenue-driven organization.
Own GTM talent outcomes, particularly seller retention, ramp time, succession, leadership effectiveness, and performance.
Build talent and succession plans, identify capability gaps across the sales leadership bench, and partner with leaders to strengthen it.
Coach leaders on performance management, feedback, seller development, and difficult people decisions, including performance-based exits.
Use people and sales performance data to identify trends, risks, and opportunities and translate them into action.
Strengthen employee engagement, organizational health, and a high-performance culture aligned with IonQ's values.