Manager, People - US

About the Position: Arctic Wolf is seeking a dynamic, experienced People Manager to support our growing Go-to-Market (GTM) organization across the United States, Canada, and Australia. This role serves as a strategic People partner to senior leaders, people managers, and employees across the GTM organization, helping drive business growth through effective people strategies, leadership partnership, organizational effectiveness, and scalable talent programs. The successful candidate will bring deep experience partnering with revenue organizations and advising leaders on workforce planning, organizational design, job architecture, role design, talent strategy, and team effectiveness. Primary Responsibilities and Duties Strategic Business Partnership Partner with the VP, People on overall HR strategies and projects.  Serve as a trusted advisor and strategic People partner to senior GTM leaders, enabling execution of business strategy through effective workforce planning, org design, job architecture, talent development, and change leadership. Proactively identify people-related risks and opportunities and partner with leaders to develop and implement solutions that support growth, performance, and engagement. Demonstrate strong revenue and GTM acumen by partnering with leaders on capacity planning, productivity, incentive implications, and organizational tradeoffs. Collaborate and communicate with HR team and other appropriate stakeholders to ensure execution of HR Integration Strategy related to mergers and acquisitions.  Advise on US and Canadian employment law practices in partnership with internal and external council.  Lead and support change management initiatives tied to GTM transformation, including role clarity, operating model shifts, territory changes, and scaling leaders through growth Talent & Performance Enablement Partner with leaders to build and execute talent strategies, including hiring plans, succession planning, leadership development, and capability building across GTM functions. Lead and support performance management processes, including goal setting, feedback, development planning, and performance improvement efforts. Coach senior leaders on effective people leadership, difficult conversations, and employee relations matters with consistency and sound judgment. Guide and coach leaders through employee relations matters while mitigating risk and operating within our core values and culture tenets.   Program Design & Execution Collaborate closely with People team partners (Total Rewards, Talent Acquisition, People Operations, Finance) to ensure programs are aligned, compliant, and impactful Use data and insights to measure outcomes, inform decisions, and continuously refine people strategies. Partners closely with Compliance Manager and other key stakeholders on compliance related projects and needs  Employee Experience & Culture Champion a culture of accountability, inclusion, and high performance while maintaining a positive, human-centered employee experience. Ensure fair, consistent application of policies, practices, and employment standards across geographies, in partnership with Legal Support global employee engagement efforts and partner with leaders to address themes and improvement areas. Key Skills Excellent time management and organizational skills.  Understanding of productivity signals to inform people decisions Executive Presence – Comfortable influencing Directors/C-suite with confidence, clarity, and sound judgment Change & Ambiguity Management – Thrives in fast-moving, evolving environments with incomplete information Data-Informed Decision Making – Uses people and business data to drive insights, recommendations, and prioritization Coaching Capability – Proven ability to elevate frontline and senior leaders through effective coaching Strong problem-solving skills – self-motivated/driven Interpersonal savvy and ability to relate effectively with a wide variety of customers.    Key Competencies Creativity  Influencing without authority Problem Solving Judgment & Risk Assessment – Balances employee experience, speed, and compliance Communication  Minimum Qualifications 5+ years of progressive HR/People Business Partner experience, including direct support of senior leaders in a complex, fast-growing organization. Demonstrated experience supporting Go-to-Market, and/or revenue-generating teams Demonstrated experience with organizational design initiatives, including job architecture, role design, workforce planning, organizational effectiveness, and implementation of scalable team structures. Proven ability to influence, coach, and challenge senior leaders with confidence and credibility Experience supporting a geographically dispersed workforce Preferred Qualifications Bachelor’s Degree or equivalent experience   7+ years relevant HR Business Partner experience   Proficiency in MS Office applications  Prior experience in technology, SaaS, or high-growth environments. Experience developing or implementing job architecture frameworks, career paths, leveling methodologies, role redesign efforts, and organizational effectiveness strategies within a high-growth environment Experience leading and executing on projects related to overall people strategy  Travel Requirements Typically 10% or less business travel required.  Benefits All wolves receive compelling compensation and benefits packages, including: Equity for all employees  Flexible time off and paid volunteer days  401(k) contribution and matching  Training and career development programs  Comprehensive private benefits plan including medical, mental health, dental, disability, life and AD&D, and value-added services  Robust Employee Assistance Program (EAP) with mental health services  Fertility support and paid parental leave Base Salary Your next big opportunity starts here — apply today and help us end cyber risk.