Director, HRBP - GTM

The Team

The People Team at Chainalysis is dedicated to enabling growth, building an inclusive environment, and providing the support that helps our employees do the best work of their careers. Chainalysis is at a defining moment, transforming from a product-based company to an intelligence platform AI native company. The People Team plays a critical role in ensuring our organization evolves as fast as our technology.

Our Go-To-Market organization, spanning Sales, Sales Engineering (Solution Architects), Customer Success, Partnerships, and Revenue Operations, is the engine driving that momentum. As we scale, our GTM teams need an HR Business Partner who operates with the same speed, intensity, and bias for action that defines the business itself.

As Director, HR Business Partner, Go-To-Market, you will be the strategic people partner embedded directly within our GTM leadership team. This is a high-impact, individual contributor role at the Director level. You will not manage a team, but you will be expected to operate with the authority, judgment, and executive presence of a senior leader. You will own the full scope of people strategy for GTM end-to-end: from organizational design and talent planning to performance management, employee relations, and change management.

You are the single point of accountability for translating business priorities into people initiatives that accelerate revenue growth.

A trusted, high-impact partnership with the COO will be critical to success in this role, one in which the HR Business Partner’s voice is heard, ideas are valued, and creative thinking shapes consequential people and business decisions. You are essential to GTM success. With a significant body of work ahead, this is not a role for the faint of heart; it requires the imagination, resourcefulness, resilience, and influence to turn ambitious priorities into meaningful results.

Their role demands an execution-oriented leader, someone who doesn't wait for direction, moves fast, takes risks, is willing to make mistakes, drives outcomes with urgency, and brings a relentless focus on getting things done. You thrive in high-growth, high-change environments and are energized by the pace and complexity of a scaling GTM organization. You are equally comfortable coaching a CRO or COO through a sensitive org restructure as you are rolling up your sleeves to build a new compensation framework or run a talent calibration session from scratch.

Your opinion matters, have one.

• Own and execute the end-to-end people strategy for the Go-To-Market organization, directly partnering with the COO, CRO, and CCO to align talent priorities with revenue targets.

• Lead organizational design efforts to ensure the GTM structure scales efficiently, proactively identifying gaps, redundancies, and opportunities to optimize team composition as the business evolves.

• Develop and execute workforce planning strategies that anticipate hiring needs, succession gaps, and capability builds across Sales, Sales Engineering, Customer Success, Partnerships, and Revenue Operations.

• Operate as a true business partner, not a support function. Bring data, recommendations, and a point of view to every leadership conversation, and hold leaders accountable to people's commitments.

• Drive and build a rigorous, outcomes-based performance management culture across GTM, ensuring that high performers are recognized and rewarded, and that underperformance is addressed swiftly and directly.

• Lead talent review and calibration processes for GTM, partnering with leaders to build robust succession plans for critical revenue-facing roles.

• Design and implement GTM-specific retention strategies, with a focus on high-impact sellers, technical sales talent, and customer-facing leaders in competitive talent markets.

• Coach and advise GTM managers at all levels on leadership development, team effectiveness, and building high-performing sales and customer success cultures.

• Partner with Revenue Operations and Total Rewards to design and refine GTM compensation structures, including variable pay, sales incentive plans, SPIFs, and quota-setting frameworks that drive the right behaviors and outcomes.

• Analyze compensation competitiveness within the sales and GTM talent market, making proactive recommendations to attract and…