HR Business Partner, GTMActive$180K–$220K

Fireworks AI
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The opportunity

We're hiring an experienced HR Business Partner to support our Go-To-Market organization — Sales, Marketing, Customer Success, Partnerships and Revenue Operations. Success in this role comes from understanding the business deeply: what our GTM leaders are working toward, where…

What you'll do

  • Serve as an embedded, trusted strategic advisor to GTM leadership,: maintaining deep business context — quota structures, pipeline dynamics, ramp curves — to bring people solutions framed in business terms rather than HR jargon.

  • Proactively surface systemic risks and opportunities before they become: urgent, and challenge leaders candidly on the right path forward, prioritizing the org's highest-leverage problems over the next 6–12 months rather than reacting to every request.

  • Provide hands-on, near-daily coaching to managers and leaders: many of whom are new to the company or to people leadership — building the practical resources and frameworks they need to ramp quickly and lead well.

  • Equip leaders to hire well, set clear expectations, deliver direct feedback,: and navigate organizational change (reorgs, role changes, team splits) with clarity and care.

  • Build and drive an effective new hire landing and onboarding experience: tailored to GTM roles, so new employees and leaders ramp quickly in a fast-moving org.

  • Launch and own a performance management approach suited to quota-carrying,: customer-facing teams, rather than a copy-paste of a generic annual cycle.

What they're looking for

  • –8 years of progressive HR experience, with meaningful time as an HRBP or: People Partner supporting Sales, Marketing, or Customer Success organizations
  • Genuine fluency in how GTM organizations operate, and the ability to speak: that language directly with leaders — not translate everything into HR-speak
  • Experience partnering with all levels of management, from VP+ leaders to frontline and first-time managers
  • Strong, demonstrated judgment in employee relations: knowing when to coach, when to act, and when to escalate
  • Highly analytical, first-principles mindset: comfortable using data to diagnose root causes, and building simple, scalable approaches over heavyweight process
  • Experience coaching managers and new leaders directly and often: this is a high-touch, high-frequency part of the role
  • Good judgment on when to build vs. when to flag upward to People Ops/COE —: this role shapes and influences programs; it doesn't own building all of them end-to-end
  • Excellent written and verbal communication, balancing nuance with directness: to build trust and align stakeholders quickly