Sr. People Partner

6sense•Austin, TX

1d•$110,093 - $161,469•Remote

About The Position

6sense is seeking an experienced Senior People Partner for its global GTM Organization, encompassing Sales, Marketing, and Customer Success. This is a strategic role focused on partnering with GTM leadership to shape organizational design, drive performance, and cultivate a culture of execution and accountability. The ideal candidate will act as a trusted advisor to senior GTM leaders, leveraging data and business acumen to guide GTM teams through periods of growth. This position requires a candidate who has managed a full GTM portfolio in a mid-to-late-stage SaaS company and can effectively balance strategic initiatives with hands-on enablement. The role involves providing expertise and coaching in all people and organizational matters, anticipating challenges, and solving problems to directly impact the organization's success. The Senior People Partner will be responsible for developing and implementing the People strategy and objectives related to talent identification, development, engagement, retention, and alignment, utilizing best practices from the People Team to foster a high-performing, learning organization.

Requirements

8+ years of progressive HRBP / People Partner experience.
3+ years supporting SVP or C-level in tech or SaaS, with direct GTM support.
BA/BS degree or equivalent.
Experience supporting global or dual-region organizations (US, India preferred).
Excellent collaboration skills with a focus on proactive and transparent communication, relationship building, and influencing.
Strong leadership presence - confidently asks challenging questions and pushes back when needed to drive the best business outcomes, while maintaining trust and credibility.
Proven experience with coaching managers on complex people matters and strengthening their leadership skills – especially in employee relations, performance management, or organizational diagnostics.
Demonstration of empathy and ability to foster engagement, inclusion, and connection.
Success in org design, leadership coaching, and scaling fast-moving teams.
Deep understanding of key business drivers — including pipeline, ramping, retention, and productivity — and how people strategy can influence and optimize them.
Strong analytical and problem-solving skills with the ability to organize and analyze data and recommend data-driven solutions.

Responsibilities

Serve as thought partner and advisor to GTM leadership on org design, talent strategy, performance, and workforce planning.
Drive the GTM People vision and develop strategic people initiatives to enable successful business outcomes.
Anticipate business needs and translate insights into people strategies that enhance organizational performance.
Facilitate organizational and talent planning, including headcount modeling, role design, and future skills mapping.
Build strong relationships with key stakeholders in the client group through consistent communication and development of actionable insights.
Coach senior leaders on team scaling, performance conversations, change management, and leadership readiness.
Provide guidance on sensitive issues such as performance management, role transitions, and change navigation.
Partner with Talent Acquisition to ensure hiring velocity aligns with productivity outcomes.
Lead talent reviews, succession planning, and internal mobility programs for GTM.
Assess and execute talent management strategies to support individual and team growth.
Provide direction on career development, team dynamics, stakeholder navigation, performance, compensation, and leadership frameworks for GTM.
Lead programs focused on talent retention and development, strengthening leadership pipelines, building high-performing teams, and reinforcing company culture.
Design and implement change strategies for reorgs, policy shifts, or operational updates, identifying and removing obstacles.
Partner with the organization to deliver employee engagement survey action plans, learning & development initiatives, and compensation programs.
Review key talent for development, deploy career interviews, and provide feedback during talent forums.
Identify and address learning and development needs by collaborating with Talent Development to design, pilot, and deploy training programs.
Analyze employee engagement survey results for the function and lead initiatives to improve results and ensure retention of key talent.
Lead the Talent Review cycle for client groups to optimize talent pools and pipelines.
Utilize and request data strategically, identifying trends in qualitative and quantitative data to improve organizational health and influence decision-making.
Monitor GTM health indicators through dashboards showing attrition, ramp performance, quota attainment, and internal mobility.