Principal HR Business Partner, GTM, Americas

Bloomreach is building the world’s premier agentic platform for personalization. The Principal HR Business Partner will support the Go-to-Market organization in the Americas, acting as a trusted advisor on people-related topics and ensuring alignment with business strategy.

Responsibilities:

• Partner with senior Sales & Marketing leaders to understand business and GTM strategy, and translate it into a clear people plan for the Americas GTM organization
• Diagnose org health (structure, headcount mix, capability, engagement, ways of working) across GTM teams and propose data‑driven interventions
• Support organizational design, restructures and workforce planning (e.g. team shape, IC/Manager mix, quota‑carrying vs. non‑quota roles, regional coverage, AI‑assisted roles) aligned to GTM and portfolio priorities
• Act as a thought partner on culture, change management, leadership effectiveness, and how we build a strong, AI‑enabled GTM organization over time
• Coach GTM leaders and managers to build high‑performing, healthy teams with strong focus on top talent retention, especially for quota‑carrying and revenue‑critical roles
• Navigate the nuance of quota‑carrying roles and sales performance management (e.g. under‑performance, plan changes, territory realignments), ensuring fair, consistent and timely processes
• Partner with Sales Compensation / Rewards teams to interpret and operationalize sales compensation plans, helping leaders and managers understand how plan design, crediting and targets show up in day‑to‑day leadership decisions
• Coach managers to handle people issues early and well, building their leadership confidence and capability, especially in performance management and difficult conversations linked to incentives and targets
• Support annual compensation and benefits processes for your client groups, including market reviews, promotions, quota and incentive‑related decisions, and pay changes
• Lead or co‑own people‑related transformation in GTM – e.g. reorganizations, new operating models, shifts in coverage/territories, adoption of AI tools and workflows, or changes in how GTM partners with other teams
• Partner with People CoEs (Talent, Rewards, DEI, Learning, etc.) and GTM Operations to roll out global programs and adapt them for the GTM
• Use engagement feedback data from GTM teams—combined with performance and attainment insights—to co‑create action plans with leaders and track progress over time
• Champion an inclusive, psychologically safe, high‑performance culture across GTM, helping teams experiment with AI and new ways of working while maintaining clarity, fairness and trust

Requirements:

• 8+ years of experience as an HR Business Partner (or similar) supporting senior leaders in a GTM or customer-facing organization
• Experience operating at equivalent level, influencing VP-level stakeholders and navigating ambiguity with limited oversight
• Strong grounding across core HR domains: org design, performance and talent management, employee relations, rewards, and change management
• Demonstrated experience supporting or leading org design and change in knowledge-work environments (ideally GTM-heavy organizations such as Sales, Marketing, or Customer-facing teams)
• Demonstrated comfort working with sales compensation and quota-carrying populations (e.g. plan interpretation, performance management, alignment to org design and change)
• Comfortable using data (people metrics, performance and pipeline data, engagement, qualitative insights) to diagnose issues, connect them to compensation and performance, and influence decisions
• Excellent stakeholder management, relationship-building and communication skills; able to challenge constructively and build trust quickly
• Proven track record of coaching leaders and managers to grow their people leadership capability, including in AI-enabled and high-change environments
• Experience working with distributed or global teams across time zones
• Experience supporting or driving AI-enabled transformation (e.g. introducing new tools, skills, and ways of working across large teams)
• Familiarity with modern HR and GTM tech stacks (e.g. Bamboo or similar HRIS, Greenhouse or similar ATS, engagement tools, sales performance / incentive tools)