Back to jobs
New

Senior HR Business Partner (GTM) - Remote US

United States

The Opportunity

The Senior HR Business Partner – Go-to-Market (GTM) will serve as a strategic advisor and trusted thought partner to executive and senior leaders across our Account Executive (AE), Sales Development Representative (SDR), and Customer Success (CS) organizations. This role will play a critical part in shaping the people strategy that drives revenue performance, employee engagement, and organizational scalability in a high-growth SaaS environment.

You’ll provide strategic guidance on organizational design, talent development, performance management, and total rewards—balancing business objectives with a strong commitment to people and culture.

Responsibilities

Strategic Partnership & Organizational Effectiveness

  • Act as a key strategic partner to GTM leadership, aligning people strategies with sales and customer success objectives.
  • Provide insights and recommendations on org design, workforce planning, succession management, and leadership development.
  • Use data and people analytics to drive decisions around productivity, engagement, and performance outcomes.
  • Partner closely with Finance and RevOps to align talent planning with business forecasts and headcount strategy.
  • Advocate for and implement automation and process optimization using modern HR technology to improve employee experience and HR service delivery.

Performance, Development & Culture

  • Lead the design and execution of scalable performance management frameworks, ensuring clarity, accountability, and continuous feedback.
  • Coach senior leaders and managers to elevate leadership effectiveness and build high-performing, engaged teams.
  • Identify skill gaps and partner with Learning & Development to design programs that accelerate capability growth across GTM teams.
  • Maximize retention and create, strategize and execute plans to retain top talent and ensure these teams are supported in career development and advancement. 
  • Ability to build business cases for HR initiatives, demonstrating ROI and aligning people investments with revenue goals.
  • Support programs that foster engagement, recognition, and team cohesion across remote and hybrid GTM teams.

Employee Relations & Leadership Coaching

  • Serve as a trusted advisor on complex employee relations issues, ensuring outcomes that balance fairness, business needs, and compliance.
  • Build a culture of trust and transparency by advising leaders on communication, recognition, and engagement strategies.
  • Mentor junior HR team members and contribute to the evolution of HR practices company-wide.

Compensation, Rewards & Compliance

  • Partner with Senior Leadership to assess compensation and incentive structures that drive sales performance and retention.
  • Ensure compliance with federal, state, and local employment laws while maintaining agility in a rapidly scaling environment.
  • Leverage HRIS and analytics platforms (e.g., Rippling, Lattice) to generate insights and recommend strategic actions to leadership.

Skillset

  • Demonstrated ability to influence and advise senior executives in a fast-paced, data-driven SaaS organization.
  • Deep understanding of GTM dynamics, including sales performance management, incentive structures, and customer success metrics.
  • Proven track record of leading org design, workforce planning, and change management initiatives at scale.
  • Exceptional communication, facilitation, and stakeholder management skills.
  • Strong analytical mindset—able to interpret people data, identify trends, and create actionable strategies.
  • Skilled in resolving complex employee relations issues and navigating ambiguity with sound judgment.
  • Proficiency in modern HR tools and systems; experience with Google Workspace, Rippling, and Lattice strongly preferred.

Education & Requirements

  • 5+ years as an HR Business Partner supporting GTM or customer-facing functions in a high-growth SaaS or technology company.
  • Proven experience working with executive leadership teams to influence strategic decisions and drive organizational transformation.
  • Strong knowledge of U.S. employment laws, HR best practices, and compliance requirements in distributed or remote-first workforces.
  • Bachelor’s degree required; advanced degree or HR certification (e.g., SHRM-SCP, SPHR) strongly preferred.

Check out what our employees think about working at Seamless: CLICK HERE

Since 2015, Seamless.AI has helped sales teams maximize revenue with the world’s first real-time B2B search engine. As one of Ohio’s fastest-growing companies, we’ve earned top industry accolades, including G2’s 2025 Best Software Products (#1 Highest Satisfaction Product), Purpose Jobs’ 2024 Best Places to Work, and LinkedIn’s Top 50 Tech Startups (2020, 2022, 2023). We are committed to a diverse, inclusive workplace and do not discriminate based on race, religion, gender, sexual orientation, age, or other protected statuses. Visa sponsorship is not available; applicants must be authorized to work in the U.S.

Create a Job Alert

Interested in building your career at Seamless.AI? Get future opportunities sent straight to your email.

Apply for this job

*

indicates a required field

Phone
Resume/CV*

Accepted file types: pdf, doc, docx, txt, rtf

Cover Letter

Accepted file types: pdf, doc, docx, txt, rtf


Select...
Select...

Employment Authorization

Select...

Employment Authorization

Select...

*Please note: this will be checked through an education verification on our background check should we move forward to an offer*

Select...
Select...
Select...
What departments have you directly supported as an HRBP? Select all that apply. *

Do you have experience working in a high-growth, remote-first, tech startup environment?

Select...
Select...
What are your base salary expectations for your next role? (Select all that apply) *

Voluntary Self-Identification

For government reporting purposes, we ask candidates to respond to the below self-identification survey. Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiring process or thereafter. Any information that you do provide will be recorded and maintained in a confidential file.

As set forth in Seamless.AI’s Equal Employment Opportunity policy, we do not discriminate on the basis of any protected group status under any applicable law.

Select...
Select...
Race & Ethnicity Definitions

If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories is as follows:

A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability.

A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.

An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.

An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.

Select...

Voluntary Self-Identification of Disability

Form CC-305
Page 1 of 1
OMB Control Number 1250-0005
Expires 04/30/2026

Why are you being asked to complete this form?

We are a federal contractor or subcontractor. The law requires us to provide equal employment opportunity to qualified people with disabilities. We have a goal of having at least 7% of our workers as people with disabilities. The law says we must measure our progress towards this goal. To do this, we must ask applicants and employees if they have a disability or have ever had one. People can become disabled, so we need to ask this question at least every five years.

Completing this form is voluntary, and we hope that you will choose to do so. Your answer is confidential. No one who makes hiring decisions will see it. Your decision to complete the form and your answer will not harm you in any way. If you want to learn more about the law or this form, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.

How do you know if you have a disability?

A disability is a condition that substantially limits one or more of your “major life activities.” If you have or have ever had such a condition, you are a person with a disability. Disabilities include, but are not limited to:

  • Alcohol or other substance use disorder (not currently using drugs illegally)
  • Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, HIV/AIDS
  • Blind or low vision
  • Cancer (past or present)
  • Cardiovascular or heart disease
  • Celiac disease
  • Cerebral palsy
  • Deaf or serious difficulty hearing
  • Diabetes
  • Disfigurement, for example, disfigurement caused by burns, wounds, accidents, or congenital disorders
  • Epilepsy or other seizure disorder
  • Gastrointestinal disorders, for example, Crohn's Disease, irritable bowel syndrome
  • Intellectual or developmental disability
  • Mental health conditions, for example, depression, bipolar disorder, anxiety disorder, schizophrenia, PTSD
  • Missing limbs or partially missing limbs
  • Mobility impairment, benefiting from the use of a wheelchair, scooter, walker, leg brace(s) and/or other supports
  • Nervous system condition, for example, migraine headaches, Parkinson’s disease, multiple sclerosis (MS)
  • Neurodivergence, for example, attention-deficit/hyperactivity disorder (ADHD), autism spectrum disorder, dyslexia, dyspraxia, other learning disabilities
  • Partial or complete paralysis (any cause)
  • Pulmonary or respiratory conditions, for example, tuberculosis, asthma, emphysema
  • Short stature (dwarfism)
  • Traumatic brain injury
Select...

PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.