Senior HR Business Partner, GTM

Responsibilities

• Build calibration that changes minds, not documents. Design and run the GTM talent review — 4-box, succession planning, and talent mapping for commercial leadership — on a quarterly cadence, with outcomes that actually alter decisions: who gets promoted, who gets developed, and who needs a different conversation.
• Own performance consulting end to end. Partner with managers early, build development plans with real milestones, have the conversations others are avoiding, and handle exits in a way that leaves everyone's dignity intact.
• Define what great looks like. No calibration process, shared definition of high performance, or talent review cadence exists in GTM today — you'll build it from first principles so Safe can name, protect, develop, and replicate its best commercial talent.
• Help leaders see around corners. Bring a point of view — not just a process — to org design decisions, team structure, and headcount sequencing, surfacing what your business partners haven't asked about yet.
• Use data with craft. Turn attrition trends into a retention play before the exits happen, use engagement signals to advise rather than just report, and bring comp equity analysis to the table before a leader asks for it. The craft is in the interpretation, not the spreadsheet.
• Partner on GTM-specific compensation. Work on variable pay design, OTE structures, quota frameworks, and comp review cycles in close partnership with the Sr. Manager, Total Rewards — you own the GTM conversation, they own the philosophy and infrastructure.
• Retain people before they decide to leave. Build structured intelligence — stay conversations, attrition signals, manager pulse — so you know who the flight risks are 90 days before they resign, and have a plan ready.
• Build for where Safe is going. GTM's expansion into EMEA is coming. Candidate experience, onboarding, culture continuity across time zones, and local employment context — write the playbook before the first London hire starts.
• Shape how AI changes HRBP work. Every Safer is expected to figure out where AI creates leverage in their own work — there's no approved tool list or workflow guide to follow. Arrive curious, experiment deliberately, and bring what you learn back to the team. We want someone actively shaping what great HRBP practice looks like at Safe in the years ahead.

• 8+ years in HRBP roles, with meaningful time embedded in Sales, Customer Success, or Marketing
• Experience designing and facilitating talent reviews, not just attending them
• Direct partnership with CRO or VP-level commercial leaders, owning the relationship rather than just the process
• A track record in performance consulting that is developmental, not administrative
• Fluency with people analytics: attrition, comp equity, and calibration distributions
• Genuine curiosity about AI — actively experimenting now, not planning to start.