VP, Talent Partner

Turn/River•San Francisco, CA

25d•Hybrid

About The Position

Turn/River is seeking a VP, Talent Partner to work directly with their portfolio companies to assess, design, and strengthen their executive and go-to-market organizations. This role sits at the intersection of talent strategy, organizational design, and commercial performance — with a primary focus on executive and go-to-market teams. The ideal candidate will bring deep expertise in leadership assessment, org design, and executive development, applying this expertise to ensure teams scale faster and perform better. This is a hands-on, high-impact role for someone who loves rolling up their sleeves, thrives in ambiguity, and can credibly advise both a CHRO and the Executive team on the same engagement.

Requirements

10+ years of experience, with meaningful depth in People, Talent, or Organizational Effectiveness — significant exposure to GTM and sales organizations a plus.
Prior experience as a Talent Partner, Operating Partner, or VP Talent at a PE or VC firm — or equivalent experience conducting executive assessments in a high-stakes, time-pressured context.
Ability to assess executive leadership with rigor: making clear, defensible recommendations on leadership fit within 30–60 days of engagement.
History of working closely alongside a CHRO or CPO, with proven ability to influence without authority across complex org change initiatives.

Nice To Haves

Exposure to commercial environments with fluency in comp plan design, quota-setting, territory structure, and coverage modeling

Responsibilities

Define (and for key roles, run) the executive hiring process across portfolio companies.
Partner with portfolio company CHROs to assess organization health and recommend structural, talent, and capability improvements.
Conduct rigorous executive assessments of executive & GTM leaders — making clear, time-pressured recommendations on whether leaders are right for the next stage of growth.
Design and evolve org structures aligned to stage, growth goals, and business model — including spans of control, coverage ratios, and role architecture.
Serve as an executive coach and thought partner to GTM leaders navigating scale, leadership transitions, and performance pressure.
Advise on comp philosophy, OTE structures, and incentive design with enough depth to credibly challenge or validate what finance and sales leadership have built.
Advise on hiring profiles, interview processes, and onboarding approaches for critical GTM roles.
Help teams establish clear performance expectations, metrics, and feedback loops.
Identify repeatable GTM people and org best practices that can be leveraged across the Turn/River portfolio.
Act as a visible, trusted representative of Turn/River with portfolio leadership teams.