HR Business Partner

What You’ll Do

We are looking for an experienced, savvy HR Business Partner who operates with conviction and urgency to help Horizon3 scale through its next phase of growth. The People team is evolving quickly to support a high-growth business, and we are looking for teammates who are thoughtful, collaborative, and excited to build and scale programs that drive real business impact.

As an HRBP, you will partner closely with leaders and employees across the organization—particularly within our go-to-market teams—to drive meaningful outcomes across organizational design, talent management, coaching and development, compensation, performance management, and employee relations. You will play a key role in translating business priorities into people strategies that enable teams to perform at a high level and scale effectively.

Working alongside a growing team of HRBPs and People Ops partners, you will help shape and execute HR strategy, bringing a balance of strategic thinking and hands-on execution. This role requires someone who is comfortable operating in a fast-paced, evolving environment and can build, iterate, and improve programs in real time as the business grows.

This role will be responsible for…

• Acting as the HRBP to GTM leaders (Sales, CS, Marketing), deeply understanding revenue drivers, segment strategy, and regional expansion plans
• Partnering with GTM leadership to translate business goals ( quota attainment, pipeline growth, retention ) into org design, talent, and performance strategies
• Coaching frontline and second-line sales leaders on performance management, accountability, and building high-performing teams in a quota-driven environment
• Supporting manager effectiveness in GTM, including inspection rigor, feedback culture, and consistent performance standards across segments (e.g., SDR, AE, CS )
• Driving performance management processes (goal setting, reviews, calibration) with a focus on differentiating top vs. low performers in a revenue context
• Identifying and addressing performance, retention, and engagement risks within GTM teams using data ( attrition, ramp, productivity )
• Advising on org structure and coverage models (territories, segments, pods) to support scale and efficiency
• Partnering closely with RevOps and Finance to align headcount planning, productivity expectations, and compensation considerations
• Leading talent reviews and succession planning for key GTM roles, ensuring strong bench and internal mobility
• Supporting onboarding and ramp programs for new managers and leaders in GTM, with a focus on speed to productivity
• Managing employee relations issues within GTM teams with sound judgment, balancing business needs, fairness, and risk
• Partnering with People Ops on compensation questions, performance philosophy, and scalable programs tailored to GTM needs
• Using data and insights to proactively guide decisions, not just respond to issues

What You’ll Bring

• Proven HRBP experience (7 - 10yr ) supporting high-growth GTM or sales organizations
• Strong understanding of sales motions ( SDR, AE, CS ), performance metrics, and productivity drivers
• Experience coaching sales leaders and managing performance in quota-carrying environments
• Ability to operate as a strategic partner while also executing in a fast-paced, hands-on environment
• Comfort using data to influence decisions and challenge leaders constructively
• Strong judgment in employee relations and ability to navigate ambiguity and complexity
• You have significant experience partnering with globally distributed teams across time zones
• You easily build trust with your stakeholders by being open and transparent, and always following through
• You have a deep knowledge of HR programs and practices, including employment laws and regulations, coaching and facilitation, and performance management and employee relations.
• You are comfortable navigating a fast-changing environment and managing change.
• Experience with building and facilitating training, workshops, and development programs

Travel Encouraged

We are a fully remote company, and this job may require up to 10% of travel to be successful. We encourage our people partners to join the departments they support at things like Sales QBRs, Engineering Planning Onsites, etc.

Other Duties

Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee. Duties, responsibilities, and activities may change at any time with or without notice.