About the role:

We are looking for a strategic, commercially-minded Sr. HR Business Partner to support the leaders and teams driving our GTM and G&A functions-including Marketing, Partnerships, Finance, and Legal.

This is a high-impact, relationship-led role. You will partner directly with our executive team members-as well as Director+ leaders across their organizations-to shape people strategy, drive organizational effectiveness, and ensure our commercial and G&A functions are set-up to innovate and scale in the AI era. You'll bring a sharp blend of business acumen, HR expertise, and data fluency-grounded in firsthand experience supporting senior executives and revenue-focused teams.

Your center of gravity will be strategic partnership, org design, talent, and change-not day-to-day operations. You'll be the go-to People Partner for your business units and a key contributor to the broader People team.

What you'll be doing:

• Strategic partnership & org design
  • Act as a trusted thought partner to Directors, VPs, and Executives across G&A and GTM functions, translating business priorities into clear people plans-including org design, role architecture, and workforce planning to support growth and profitability goals.
  • Challenge and influence leaders with a solution-oriented mindset; join and facilitate leadership forums and planning sessions to bring a people lens into decision-making and connect people strategy to business outcomes, not just HR process.
• Talent, performance, and succession planning
  • Drive end-to-end talent management processes-performance reviews, calibration, talent assessments, and succession planning-using people data (performance, attrition, engagement, exit feedback) to identify trends, flag risks, and deliver data-backed recommendations.
  • Partner with Talent Acquisition and leaders to define role profiles, interview plans, and leveling criteria; ensure consistent standards for hiring and promotion across your functions.
• Manager and leader coaching
  • Independently coach and develop managers and senior leaders on performance, compensation, feedback, and team effectiveness-building capability through 1:1 coaching, facilitated sessions, and targeted interventions that raise the bar on people leadership.
• Employee relations, culture, and engagement
  • Own complex and sensitive employee relations cases end-to-end while proactively taking the pulse of teams through listening sessions, check-ins, and engagement surveys-synthesizing themes and partnering with leaders on concrete follow-through.
  • Partner with the broader People team to design and deliver programs that strengthen engagement, inclusion, and a high-performance, feedback-rich culture.
• Programs, change, and cross-functional work
  • Lead or co-lead People programs (performance cycles, promotions, talent reviews, org changes), partnering with HR Ops, L&D, and COEs to standardize, scale, and automate core processes with the employee experience at the center.
  • Act as a connector across functions-surfacing friction points and helping leaders align roles, responsibilities, and ways of working across GTM, G&A, and R&D.

What you'll need:

• 8+ years of HR experience, with at least 4-5 years as an HRBP supporting senior leaders in a high-growth tech or SaaS environment.
• Direct experience supporting commercial or GTM functions (e.g., Marketing, Business Development, Sales, Customer Success)-you understand the pace, pressures, and talent dynamics of revenue-adjacent teams, and have partnered with them at a senior level.
• Experience partnering with G&A functions (e.g., Finance, Legal, Operations) is strongly preferred; comfort navigating both sides of the house is a meaningful differentiator for this role.
• Strong command of HR fundamentals: employee relations, performance management, compensation, and employment law, with the ability to serve as a credible subject matter expert.
• Curiosity with AI-able to provide strong use cases for how you've utilized AI to experiment and innovate.
• Demonstrated ability to work from data, not just intuition-you can pull, interpret, and present people analytics as clear narratives and actionable recommendations.
• Ability and interest in facilitating sessions with the teams you support-whether it's root cause analysis, team-building, or autonomously built training modules.
• Outstanding interpersonal, communication, and coaching skills; a track record of building trust across a wide range of personalities, functions, and levels.
• Highly autonomous and self-directed-you don't need close direction to move work forward, and you're comfortable making sound judgment calls without a lot of hand-holding. You know when to escalate and when to just handle it.
• Built for high capacity: you manage a large, varied book of work across multiple functions and time zones without losing quality or responsiveness. You context-switch fluidly and can hold competing priorities without dropping threads.
• A balance of strategic vision and hands-on execution-you're willing to roll up your sleeves while keeping an eye on the bigger picture.

Benefits:

• Competitive salary
• Restricted Stock Units (RSUs)
• Matching 401K Plan
• Comprehensive and generous health insurance, including vision and dental coverage
• Home office allowance
• Generous PTO policy
• Half day Fridays

Hybrid work:

At Forter, we embrace a hybrid work model that blends in-person connection with the flexibility of remote work. Team members based near our key hubs are expected to work from the office at least three days per week. We believe that regular face-to-face collaboration fuels professional development, strengthens our culture, and builds the relationships that help teams thrive.

*Forter does not accept agency resumes. Please do not forward resumes to Forter (or any related) jobs alias or directly to any Forter employees. Forter will not be responsible for any fees related to unsolicited resumes.

Salary Range: $144,000 - $168,000 annually + bonus + equity + benefits
The referenced salary range is based on the Company's good faith belief at the time of posting. Actual compensation may vary based on factors such as geographic location, work experience, market conditions, and skill level.

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