Human Resources Business Partner - Global Sales

HRBP - Global Sales (6-Month Contract)

The Human Resources Business Partner will support leaders and employees across global revenue-focused functions, including Sales, Revenue Operations, Sales Engineering, and Sales Enablement. This role will partner closely with senior HR and business leaders to translate business priorities into effective people strategies while ensuring strong execution of the processes, data, and programs that enable those strategies.

This is an opportunity for an HR professional who is ready to broaden their scope and develop into a well-rounded strategic HR Business Partner. The successful candidate may bring strength in traditional HR generalist and business partnering disciplines, or may bring deeper expertise in HR operations, analytics, Total Rewards, and process improvement. Both backgrounds can be successful in this role.

The HR Business Partner will operate at the intersection of people, business, data, and process. The role requires the ability to build trusted relationships with leaders while also working through the operational details necessary to turn people strategies into measurable outcomes.

• Build trusted partnerships with leaders across Sales, Revenue Operations, and other assigned functions, developing a strong understanding of their business strategies, operating models, and workforce priorities
• Partner with leaders on organizational design, workforce planning, talent strategy, succession planning, employee engagement, and organizational effectiveness
• Coach and advise managers on performance, employee relations, talent development, compensation, organizational changes, and other people-related matters
• Support organizational and employee lifecycle changes, including new hires, promotions, transfers, restructuring, role changes, leaves, and leadership transitions
• Use sound judgment, business context, and workforce insights to identify risks, challenge assumptions, and recommend practical solutions

• Support talent and performance processes, including performance management, talent reviews, succession planning, development planning, and employee engagement
• Partner with leaders to identify critical talent, capability gaps, retention risks, and development needs and translate those insights into actionable plans
• Partner with Talent Acquisition and business leaders to understand workforce needs, organizational capabilities, and hiring priorities
• Support consistent application of HR programs and practices across compensation, benefits, performance, talent, and other employee lifecycle activities

• Analyze workforce and business data to identify trends, risks, and opportunities related to headcount, turnover, performance, talent, compensation, organizational structure, and other workforce measures
• Translate data into clear insights and recommendations for business leaders using Excel, reporting platforms, dashboards, and other analytical tools
• Identify opportunities to simplify, standardize, automate, or improve HR processes, workflows, controls, and operating procedures
• Partner with HRIS, Pride Relaitons, Finance, and other stakeholders to improve data quality, establish clear ownership and handoffs, and address root causes of recurring issues
• Support strong data governance practices across employee, organizational, job, compensation, and workforce information

• Collaborate across HR Business Partners, Talent Acquisition, HR Operations, HRIS, Talent Management, Finance, Revenue Operations, and other functions to execute people priorities
• Coordinate work where people strategies…