7-10+ years of HR Business Partner experience, particularly with Sales or commission-based teams.
Experience collaborating with senior sales leaders (CRO, VP, Director levels).
In-depth knowledge of sales structures, compensation plans, and talent dynamics.
Proven ability in organizational design and change management in high-growth settings.
Strong coaching skills with the ability to influence senior leaders.
Data-driven mindset with experience in people analytics and dashboards.
Expertise in employee relations and performance management issues.
Experience in incentive compensation design and planning cycles.
Exceptional communication and relationship-building skills.
Bachelor's degree required; advanced degree or HR certification preferred.
Responsibilities
Serve as a strategic advisor to Sales leadership on organizational design and workforce planning.
Translate revenue targets into actionable people strategies for the sales organization.
Lead full-cycle talent management tailored to sales career paths.
Utilize data analytics to assess organizational health and recommend interventions.
Collaborate with Talent Acquisition on sales hiring strategies and workforce planning.
Lead change management efforts related to organizational restructuring and market launches.
Coach sales managers on performance management and team motivation.
Partner with Compensation on commission plan design and annual compensation cycles.
Manage employee relations issues, ensuring fair and legally sound resolutions.
Champion diversity and inclusion initiatives within sales teams.
Collaborate cross-functionally to design programs for revenue organizations.
Act as a culture carrier to promote high performance and accountability.
Benefits
Comprehensive health and wellness programs.
Flexible work arrangements to support work-life balance.
Professional development opportunities and career advancement.
Diversity, equity, and inclusion initiatives.
Employee assistance programs for personal and professional support.
Full Job Description
About the Role
Forward is looking for a HR Business Partner (HRBP) to serve as a strategic partner to our Sales organization. This role sits at the intersection of business strategy and people strategy, working directly with senior sales leaders (CRO, VPs of Sales, and Regional/Sales Directors) to build high-performing revenue teams, shape organizational design, and drive talent, culture, and change initiatives that scale with an evolving go-to-market motion. This role requires deep credibility with commercial leaders and fluency in the unique dynamics of a quota-carrying, commission-driven workforce.
What You'll Do
Serve as a trusted strategic advisor to Sales senior leadership, providing coaching and counsel on organizational design, territory/quota structure, workforce planning, and leadership effectiveness.
Partner with sales leaders to translate revenue targets and go-to-market strategy into people strategies, including org design, span of control, and role architecture as the sales org scales or restructures.
Lead full-cycle talent management for the client group: performance management, calibration, succession planning, promotion processes, and career pathing tailored to sales career ladders (RSD/AE, SDR/BDR, sales management, and sales enablement tracks).
Use data and analytics (attrition, ramp time, quota attainment, rep productivity, pipeline health as it relates to headcount, promotion equity) to diagnose organizational health and recommend proactive interventions.
Partner closely with Talent Acquisition on sales-specific hiring strategy, headcount planning, and workforce composition, including seasonal/quarterly hiring cycles tied to sales capacity planning.
Lead or co-lead org design and change management efforts tied to territory realignments, reorganizations, M&A integration, or new market/segment launches.
Coach sales managers and directors on leadership skills, performance conversations, managing underperformance in a quota-driven environment, and team motivation.
Partner with Compensation on commission plan design, quota setting implications, and annual compensation planning cycles (merit, equity, promotions) to ensure competitiveness and pay-for-performance alignment.
Own employee relations matters within the client group, including performance improvement plans and terminations tied to quota non-attainment, ensuring fair, consistent, and legally sound resolution.
Champion diversity, equity, and inclusion initiatives specific to the challenges of building diverse sales teams.
Partner cross-functionally (Talent Acquisition, Legal, Sales Enablement) to design and deliver programs that meet the unique needs of a revenue organization.
Act as a culture carrier, helping sales leaders build and reinforce an environment of high performance, accountability, and inclusion.
What We're Looking For
7-10+ years of progressive HR Business Partner experience, with a significant portion spent directly supporting Sales, Revenue, or other quota-carrying/commission-based client groups.
Proven experience operating at a senior level, partnering directly with CRO, VP, and Director-level sales leaders.
Deep understanding of sales organizational structures, compensation plan design (base/commission/OTE), quota methodology, and the specific talent dynamics of hiring and retaining sales talent.
Strong track record leading org design, workforce planning, and change management in a fast-paced, target-driven, high-growth environment.
Excellent coaching skills with the credibility and presence to influence senior commercial leaders.
Data-driven approach to HR - comfortable building and interpreting people analytics dashboards (attrition, ramp, productivity) to inform decisions.
Sound judgment and experience navigating complex employee relations issues, including performance-based terminations; working knowledge of employment law.
Experience partnering on incentive compensation design and annual compensation planning cycles.
Exceptional communication, influencing, and relationship-building skills across all levels of the organization.
Bachelor's degree required; advanced degree (MBA, HR, Organizational Psychology) or SHRM-SCP/SPHR certification a plus.
The base pay range for this role is between $210,000 and $265,000. Base pay will depend on your skills, qualifications, experience, and location
About Forward Networks
Forward Networks is a software company that provides network assurance and verification solutions for enterprise networks. The company was founded in 2013 by David Erickson and Peyman Kazemian and is headquartered in Palo Alto, California. Forward Networks' platform uses mathematical models to analyze network behavior and identify potential issues before they occur. The company has received funding from investors such as Andreessen Horowitz and A.Capital Ventures.
