Director, Human Resources - GTM & Sales

The Challenge

The Director, HRBP, GTM is responsible for crafting and leading delivery of best in class people strategy and services to several groups in our Global Sales organization, including the Global Solution Engineer and Speciality Sales teams and the Americas Enterprise Sales organization.

You will serve as a key partner and consultant with accountability to leaders of your client groups – all of whom reporting directly into Executive Team GTM leadership, and play a critical role in aligning business strategies with OneTrust human capital strategy to accelerate performance of the Sales organization. You will also be a key stakeholder and driver in the development and deployment of HR programs to the broader Go To Market organization.

Your Mission

• Strategic HR Leadership
  • Serve as a partner to leaders with both direct and indirect accountability for driving the growth of OneTrust revenue and brand across numerous verticals. Enable them to see multiple steps ahead, develop and implement people strategies and optimize their decision-making to achieve OneTrusts growth goals through well honed talent strategy.
  • Leverage your knowledge of the business to partner with peers across Talent Acquisition, Talent Management, Compensation and People Services to continue to improve delivery of HR processes, talent management initiatives, recruiting strategies, organizational effectiveness activities, leader development, cultural initiatives, employee relations processes and more.
  • Make the complex simple to drive clarity and efficiency in service delivery across matrixed HR functions to your business so that we show up as OneTeam.
    
    
• Employee Relations
  • Serve as a trusted advisor to senior leaders and managers on all HR-related matters, providing guidance on employee relations, performance management, and organizational development. 
    
    
• Org Design and Workforce Planning
  • Own the relationship with partners in Finance and Sales Strategy & Operations in driving organizational design, org structure, compensation, attrition forecasting and other factors to help incorporate and drive industry best practices within the operational unit.
  • Build on your data analytic experience with People and Financial data to derive insights and recommmendations you can use to influence business outcomes for the better!
    
    
• Initiative Leadership and Change Agency
  • Both lead and support design, development and deployment of organizational, talent, engagement and change initiatives driven both by the Sales and HR organizations
  • Facilitate or lead operating rhtyhms with key stakeholders, partnering to ensure coordination and execution with high velocity and quality.
  • Define and drive key activities that prepare leaders to lead through change, equip managers to support change and enable employees to understand change.
    
    
• Strategic Program Management
  • Lead and drive talent and culture activities, aligned to agendas of organizational change and transformation, scalable performance management, organizational effectiveness, succession planning, diversity and inclusion, career development, and leadership engagement - provide innovative solutions to human capital challenges.
    
    
• HR Function Partnership and Alignment
  • Establish and maintain operational and tactical rigor to ensure successful execution of all People and Business activities to which you are aligned.
  • Collaborate with internal customers, Operational leaders and HR Centers of Excellence to enable a unified approach to supporting business requirements for your client groups.
    
    
• Role Modeling Adaptability and Resiliency:
  • You will operate in a scaling startup with tremendous momentum! This often means identifying needs we have not previously considered or had bandwidth to address and finding creative ways to get those needs met. It may mean putting down projects you’ve spent time on to address other, more impactful priorities. It may mean actively working to improve operating processes and practices along the way.
  • You will need to develop and maintain your view of business drivers and activities at the 35,000 foot level while also diving into and often directly driving detailed operational deployment of both business and HR programs.
  • This job description is not an exhaustive list of your future job duties and responsibilities – which is both the fun and the challenge ahead when you step into this role!

You Are

• Flexible, calm and resilient through turbulence and uncertainty
• Comfortable rolling up your sleeves and getting your hands dirty in both planning and execution activities.
• Able to adapt well to feedback and are strong on providing honest, well-tuned feedback to others
• A person who defaults to transparency and are a clear, direct communicator
• Naturally curious, analytical, always on the lookout for opportunities to improve our approach to our work, and the support of our clients
• Able to ruthlessly prioritize and adept and managing multiple, competing deadlines and stakeholders
• A born collaborator, looking for the shared win in your interactions
• One with consistently strong attention to detail even when things are moving fast, and the patience to drive to the best possible outcome…
• Able to determine when it’s time to not let the great be the enemy of the good

Your Experience Includes

• Bachelor’s degree in related field or equivalent work experience
• Advanced study in a related field or a track record of success in both scaled corporate settings and start-up environments is a big plus
• 10+ years of experience in Human Resources or related profession, with 5+ years as an HR Business Partner
• Experience supporting Sales leaders at the VP/SVP level
• Strong track record of partnering with COEs to deliver meaningful results to the business
• Strong track record of establishing and growing trust relationships with operational partners to enable well-aligned support for your client groups
• Demonstrated proficiency in supporting global teams in multiple HR functional areas including leadership coaching and development, employee relations, organizational development, talent strategy, compensation, performance management, program/process management, program management.

Last updated on Aug 19, 2024