People Operations Partner GTM

People Partner

Hi! I'm Jeranne, based in Amsterdam, and I lead the People team  help travel businesses grow by giving them the platform and support to run and scale exceptional trips.

We're growing our People team, and looking for a People Partner who understands what it takes to grow and scale a company. Your core responsibility: own the full people partnership for our GTM org — Commercial, CX and Finance/Ops — across the US, LATAM, and APAC, roughly 10 (senior) leaders and 250 WeTravellers. You'll help leaders make sharper people decisions, build high-performing teams, and spot the talent and organizational moves that unlock the business's next stage of growth.

This is a high-visibility, cross-functional role: you'll partner directly with that leadership to build the programs and policies that let WeTravel scale sustainably, owning org design for your own group and shaping compensation, performance and talent decisions company-wide. We need someone equally comfortable with strategy and delivery: challenging a leader on org design one day, navigating a complex ER case the next, supporting integration work as we bring on new teams, or figuring out how to make performance management actually work for sales.

One of our people pillars is Grow Talent: managers who multiply; talent that grows and stays - clear growth paths, a working performance and development cycle, succession for critical roles. You'll help lead that work, including the performance management redesign and co-designing and owning the manager enablement program. It's a hands-on partnership, built for someone who wants the pace of a hyper-growth company.

We aim to run People like a product team, not a policy function: our employees and managers are the users, and we build, ship and iterate based on what actually lands to improve the experience. We're a small, global team, you will be partnering closely with our (EMEA based) People Partner, People Operations and Talent Acquisition and report to the VP People (based in EMEA).

• Partner with our Commercial, CX and Finance/Ops leadership to translate business priorities into tangible people strategies.
• Serve as the primary People advisor to GTM leaders and managers, coaching them through organizational, talent, and employee decisions and helping them build strong, more effective teams.
• Provide direct support to employees on complex or sensitive people matters, while partnering with People Operations on operational needs.
• Advise leaders in your org (and lead the core HR cycles related to) through compensation and promotions decisions, using compensation data, performance outcomes and organizational context to support consistent and equitable decisions.
• Partner with leaders and Talent Acquisition on headcount planning, role scoping and hiring strategy - ensuring we have top talent in the most critical roles.
• Own compliance calls: relocation cases, terminations and other employment matters - using your own judgment on US multi-state law, and knowing when to escalate.
• Use people data and org-specific metrics (attrition, ramp time and more) to spot trends and recommend proactive solutions.
• Drive change management and communication for company-wide People initiatives within your org.
• Bring an independent People perspective to leadership decisions - challenging assumptions, surfacing organizational and talent risks, and helping leaders balance business priorities with sound people practices.

You should apply if you:

• Have 7+ years of HRBP experience, including 2+ years supporting a Sales/GTM or broader commercial client group, ideally in a high-growth SaaS/tech environment.
• Have experience advising Directors, VPs, and/or C-level leaders in a scaling organization.
• Have strong understanding of employee relations, performance management and org design principles, with a practical, solutions-oriented approach to people challenges.
• Bring strong commercial judgment and you have worked with senior commercial leaders before: confident coaching managers through performance, development and difficult conversations.
• Have a people operations background (rather than…