People Partner, GTM

About the role

You will own the people strategy for Profound's high-growth Go-to-Market organization, translating business priorities into actionable people programs for Sales, Customer Success, Marketing, and GTM Operations based in our New York City office. You will act as a trusted advisor and thought partner to commercial leaders, guiding them through the full employee lifecycle while navigating ambiguity and turning it into scalable structures and policies. In this role, you will build the playbook for how people functions support AI-driven market expansion, ensuring practices are designed for sustainable scale rather than static maintenance. You will work shoulder to shoulder with cross-functional partners to own coaching, organizational design, employee relations, and performance management in a fast-moving environment. You will leverage data to drive decisions, anticipate risks, and design interventions that improve retention, ramp time, and quota attainment across GTM teams. This position requires a builder who thrives on speed, owns outcomes end to end, and helps create the foundational systems that others will follow for years.

Key facts

What you'll do

Partner with GTM leadership to translate business priorities into org design, workforce planning, and talent development strategies specific to commercial growth.

Act as the primary HR point of contact for GTM employees and managers, providing guidance on performance management, employee relations, coaching, policy interpretation, and conducting fair and consistent investigations when issues arise.

Lead and support core HR cycles for your client group, owning performance reviews, compensation planning, promotion cycles, and engagement surveys with a focus on GTM outcomes.

Analyze people data and GTM-specific metrics such as attrition, ramp time, and quota attainment correlation to identify trends and recommend proactive interventions that improve commercial performance.

Partner with Talent Acquisition on headcount planning, role scoping, and hiring strategy for GTM roles to ensure alignment with growth objectives and go-to-market timelines.

Support org changes, promotions, and role transitions specific to sales and GTM compensation structures, including commission plans and quota-carrying roles.

Drive change management and communication for company-wide People initiatives within the GTM org, ensuring messages are timely, clear, and actionable for commercial teams.

Coach and develop frontline and senior GTM managers on leadership and people management skills, helping them build capability and accountability.

Own the design and execution of employee lifecycle programs that reflect the unique cadence and complexity of a fast-moving GTM organization.

Champion the use of data and feedback to continuously refine People programs, closing the loop between insights and action.

Collaborate closely with specialist teams in Compensation, Benefits, People Ops, Legal, and Talent Acquisition to deliver a cohesive employee experience.

Act as a strategic advisor on workforce planning, helping GTM leaders anticipate needs and align talent strategy with business milestones.

Support the implementation and governance of performance management frameworks tailored to commercial roles and sales environments.

Ensure all GTM-related HR practices comply with employment law and company policies, while maintaining confidentiality and sound judgment.

Requirements

Bring 5+ years of HR experience, with at least 2+ years supporting a Sales, Marketing, or broader GTM/commercial client group, and demonstrate familiarity with sales compensation structures.

Show proven experience as an HRBP or similar strategic HR role, ideally within a high-growth, fast-paced environment in SaaS or technology.

Demonstrate a strong understanding of employee relations, performance management, and organizational design principles in complex commercial settings.

Comfort with data is required: you must be able to build and interpret people analytics dashboards and use them to influence decisions and drive outcomes.

You must exercise excellent judgment and discretion when handling sensitive and confidential matters that impact commercial teams.

Strong communication and relationship-building skills are essential; you must be able to credibly influence senior commercial leaders and peers.

Working knowledge of NY State and NYC employment law is required to ensure compliance in our People practices.

A Bachelor's degree or equivalent experience is required as a foundational qualification for this role.

Nice to have

Experience implementing HR programs in fast-growth SaaS or tech companies that use sales compensation plans and quota-carrying roles.

Background supporting organizations where AI is transforming how marketing and sales operate.

Familiarity with modern employee engagement survey design and interventions specific to commercial organizations.

Practical notes

This is an on-site role based in the NYC office.

The expected base salary range for this position is $200,000 to $250,000.

Total compensation includes base salary, equity, and a full range of benefits and perks, with final details determined during the interview process.

All official communication from Profound will come from a @tryprofound.com email address; any contact using a different domain should be disregarded and reported as spam.