Responsibilities About the Role

We’re looking for an experienced HR Business Partner to support our Go‑to‑Market organization, with a focus on Sales & Marketing.

You’ll partner closely with Sales & Marketing leaders and their leadership teams as a trusted advisor on all people‑related topics—org design, performance and talent, capability building, culture and AI‑enabled ways of working—as well as supporting people programs and initiatives. You’ll move comfortably between strategy and execution: shaping the long‑term people agenda for GTM and our AI transition, while rolling up your sleeves to solve real‑time issues with leaders and teams.

This role is based in the USA / Canada and will work with distributed teams across time zones.

• Partner with senior Sales & Marketing leaders to understand business and GTM strategy, and translate it into a clear people plan.

• Diagnose org health (structure, headcount mix, capability, engagement, ways of working) across GTM teams and propose data‑driven interventions, including where AI, automation, and tooling can shift how work gets done.

• 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, inclusion, leadership effectiveness, and how we build strong, AI‑enabled Sales & Marketing organizations over time.

• Lead the performance and growth cycles for your client groups (goal‑setting, feedback, calibration, rewards conversations) in line with our global frameworks, ensuring alignment with sales performance and incentive structures.

• Coach Sales & Marketing leaders and managers to build high‑performing, healthy teams with strong succession pipelines, including for quota‑carrying and revenue‑critical roles.

• Partner with Talent Acquisition on senior hiring (e.g. regional Sales leaders, Marketing heads), role design, and assessment approaches that reflect our craft and leadership expectations, including AI literacy and data‑driven decision‑making.

• Use talent and performance data (including pipeline, quota attainment, and engagement insights) to identify capability gaps in areas like GTM strategy, execution, leadership, and cross‑functional collaboration, then recommend targeted development solutions.

• 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.

• Ensure consistent, fair application of policies and practices across Sales & Marketing teams and regions.

• Support annual compensation and benefits processes for your client groups, including market reviews, promotions, quota and incentive‑related decisions, and pay changes.

• Interpret and apply HR policies and employment legislation in the US (and coordinate with local experts for other jurisdictions as needed); flag risks and propose options to leaders.

• Ensure HR data integrity, documentation and processes meet internal and legal requirements, including those related to variable compensation and incentive plans.

• 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 in Sales & Marketing, or changes in how GTM partners with Product and 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 and AI transformation context.

• Use engagement, pulse and feedback data from GTM teams—combined with performance and productivity 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.

Must‑have

• Significant experience as an HR Business Partner (or similar) supporting senior leaders in a complex, matrixed environment.

• 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.

Nice‑to‑have

• 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. Workday or similar HRIS, Greenhouse or similar ATS, engagement tools, sales performance / incentive tools).

• Professional HR qualification (e.g. SHRM or equivalent).

Compensation

At Atlassian, we strive to design equitable, explainable, and competitive compensation programs. To support this goal, the baseline of our range is higher than that of the typical market range, but in turn we expect to hire most candidates near this baseline. Base pay within the range is ultimately determined by a candidate's skills, expertise, or experience.

In the United States, we have three geographic pay zones. For this role, our current base pay ranges for new hires in each zone are:

Zone A: USD 189000 - USD 246750

Zone B: USD 170100 - USD 222075

Zone C: USD 157500 - USD 205625

This role may also be eligible for benefits, bonuses, commissions, and equity.

Please visit go.atlassian.com/payzones for more information on which locations are included in each of our geographic pay zones. However, please confirm the zone for your specific location with your recruiter.

Benefits & Perks

Atlassian offers a wide range of perks and benefits designed to support you, your family and to help you engage with your local community. Our offerings include health and wellbeing resources, paid volunteer days, and so much more. To learn more, visit go.atlassian.com/perksandbenefits.