This role will be located at our downtown Buffalo, NY location. This is a hybrid work environment, offering 2 remote days per week.

Your Role:

We are seeking a strategic HR Business Partner (HRBP) to support our Go-To-Market (GTM) organization, partnering directly with senior leaders to drive business performance through people strategy.

This role goes beyond traditional HR-serving as a trusted advisor to leadership, aligning talent, structure, and performance with business outcomes such as revenue growth, productivity, and organizational effectiveness.

What You'll Do (Impact & Outcomes)

Strategic Business Partnership:

• Partner with GTM leadership (Sales, Vendor Management, Marketing) to align people strategy with revenue and growth objectives
• Translate business priorities into workforce plans, org design, and talent strategies
• Drive clarity in ownership, accountability, and decision-making across teams

Performance & Leadership Enablement:

• Coach leaders to raise the bar on performance, accountability, and execution
• Lead performance management strategies that differentiate talent and drive results
• Support leaders in making and executing difficult talent decisions

Organizational Effectiveness:

(Diagnose organizational challenges and implement solutions to improve):

• Speed of execution
• Team effectiveness
• Cross-functional alignment
• Lead org design, restructuring, and role clarity initiatives tied to business outcomes

Employee Relations & Risk Management:

• Lead and resolve complex employee relations matters with sound judgment and risk mitigation
• Conduct investigations and provide guidance aligned with legal and compliance standards
• Influence leaders to proactively address performance and behavioral issues

Talent Strategy & Workforce Planning:

• Anticipate future talent needs and build scalable workforce strategies
• Partner on succession planning, talent reviews, and leadership pipelines
• Leverage data to identify trends and drive proactive talent decisions

HR Programs & Operational Excellence

• Drive adoption and effectiveness of core HR programs including:
  
  • Performance management
  • Compensation and rewards
  • Learning and development
  • Diversity, equity, and inclusion
• Ensure HR processes are efficient, scalable, and aligned to business needs
• Use data and insights to continuously improve HR impact

What You Bring To The Role:

Experience & Expertise

• 8+ years of progressive HR experience, including 5+ years as an HR Business Partner
• Experience supporting revenue-generating or GTM organizations (Sales, Vendor, Commercial teams)
• Proven ability to influence senior leaders and drive business outcomes through people strategy

Leadership & Impact

• Demonstrated success leading complex organizational initiatives and change efforts
• Strong coaching capability with a track record of elevating leader effectiveness
• Ability to operate with high autonomy in fast-paced, ambiguous environments

Business & Analytical Acumen

• Strong understanding of how talent impacts financial performance (growth, productivity, margin)
• Ability to use data to diagnose issues and drive decisions
• Experience managing complex employee relations issues and risk

Core Skills

• Executive communication and stakeholder influence
• Strategic thinking with operational execution
• Problem-solving in complex, ambiguous situations
• Project and program leadership

Why This Role:

• Direct impact on a high-performance GTM organization
• Opportunity to shape talent strategy tied to revenue outcomes
• Partner with forward-thinking leaders in a dynamic environment

The typical base pay range for this role across the U.S. is USD $105,500.00 - $179,400.00 per year.

The ranges above reflect the potential annual base pay across the U.S. for all roles; the applicable base pay range will depend on the candidate's primary work location, pay grade, and variable compensation plan. Individual base pay within each range depends on various factors, in addition to primary work location, such as complexity and responsibility of role, job duties/requirements, and relevant experience and skills. Base pay ranges are reviewed and typically updated each year. Offers are made within the base pay range applicable at the time of hire. New hires starting base pay generally falls in the bottom half (between the minimum and midpoint) of a pay range.

At Ingram Micro certain roles are eligible for additional rewards, including merit increases, annual bonus or sales incentives and long-term incentives. These awards are allocated based on position level and individual performance. U.S.-based employees have access to healthcare benefits, paid time off, parental leave, a 401(k) plan and company match, short-term and long-term disability coverage, basic life insurance, and wellbeing benefits, among others.

This is not a complete listing of the job duties. It's a representation of the things you will be doing, and you may not perform all these duties.