Human Resources Business Partner, GTM

Your Role\n- You operate as a trusted strategic partner to NAMER Sales, Marketing, and Customer leadership — the person they come to when thinking through org design, team structure, and performance challenges within their function.\n- You independently own people initiatives end to end within GTM, applying strong HR domain expertise and knowledge of GTM to define the right approach rather than defaulting to established playbooks.\n- You bring both strategic thinking and operational depth — equally comfortable shaping a team structure conversation and coaching a manager through a difficult performance issue in the same week.\n- You build credibility with GTM leaders through the quality of your judgment and follow-through, earning influence across teams and functions even without direct authority over them.\n\n### You Will\n- Own the end-to-end people partnership for our NAMER go-to-market function, advising Sales, Marketing, and Customer leaders on org design, team structure, performance coaching, and leadership effectiveness\n- Partner closely with Total Rewards, People Ops, and Talent Acquisition to execute GTM talent strategy and ensure alignment across the broader People function\n- Lead people initiatives within GTM — including career framework rollout support and cross-functional talent programs — from design through execution\n- Coach and develop managers on core people leadership skills: performance management, career development, feedback, and team building\n- Bring GTM functional context into broader People programs, contributing domain expertise that helps those programs land well for Sales, Marketing, and Customer teams\n- Navigate complex employee relations matters within GTM with sound judgment, appropriate confidentiality, and a clear framework for risk and resolution\n- Partner with Talent Acquisition on GTM hiring strategy, leveling calibration, and candidate experience\n\n### Qualifications\n- Demonstrated experience as an HR Business Partner supporting go-to-market organizations at a high-growth technology company, with a track record of independently owning projects end to end\n- Foundational knowledge of GTM practices and operations — comfortable engaging with performance metrics, quota setting, pipeline mechanics, and how sales/marketing teams measure success\n- Experience leading people initiatives in ambiguous environments — able to define an approach where no clear precedent exists, rather than needing one handed to them\n- Strong org design instincts, with experience advising leaders on headcount planning, team structure, and leveling\n- Credibility with sales audiences — genuine fluency in how sales teams are built and operate, and the ability to earn leaders' trust because of it\n- Comfort operating at both strategic and ground level — able to shape a people approach and then get into the details of a specific coaching situation\n- Sound judgment on complex, sensitive employee matters, including knowing when to escalate and how to balance legal, business, and human considerations\n\n### Nice to Haves\n- Experience building or significantly scaling a people partnership model at a company growing through a major inflection point (e.g. Series C through IPO)\n\n### Perks & Benefits\n- At Zip, we’re committed to providing our employees with everything they need to do their best work.\n- 📈 Start-up equity\n- 🦷 Health, vision & dental coverage\n- 🍽️ Catered lunches & dinners for TO employees\n- 🚠 Team building events & happy hours\n- 🌴 Flexible PTO\n- 💻 Apple equipment plus home office budget\n\n