People Business Partner Director

In this role, you will act as a strategic People partner to the Global Partner organization and the go-to-market function, helping define talent strategy and shape organizational effectiveness. You will lead cross-functional change initiatives, design agile people-centric solutions, and drive leadership development to support rapid transformation. You'll work closely with executive leadership to forecast workforce needs and translate business objectives into actionable people plans. This is a chance to influence culture and enable AI-enabled ways of working in a fast-evolving tech landscape.

• Employee Assistance Program
• health, life, disability and voluntary plans
• retirement plan
• paid time off and paid holidays
• inclusive and sustainable benefits
• competitive pay package

• Partner with senior go-to-market leaders to translate business goals into people actions
• Lead large-scale transformations and new operating models with implementation plans
• Advise on organizational design, workforce planning, leadership effectiveness, and talent strategy
• Develop the annual talent plan using data and market insights to inform executive decisions
• Drive leadership capability, team effectiveness, culture, and engagement strategies
• Collaborate with Integrated Talent Solutions, Total Rewards, Workforce Insights, and People Experience to execute talent strategy
• Coach executives through change, ambiguity, and growth
• Anticipate future talent needs in a rapidly evolving tech landscape including AI-enabled ways of working

• 15+ years of progressive HR experience with HRBP experience supporting executive leaders
• Experience supporting a global Go-to-Market organization, preferably Sales or Channel
• Proven track record leading executives in go-to-market functions
• Experience driving large-scale transformations within global organizations
• Strength in change management and global HR program execution
• Strong data interpretation and storytelling to influence decisions
• Broad experience across HR concentrations
• Bias for action in a fast-paced, business-aligned environment

• credibility with senior leaders
• strategic business partner mindset
• systems-thinking
• organizational design
• workforce planning
• leadership development