Sr. Director, Human Resources Business Partner and L&D

The Sr.

Director, HRBP and L&D contributes to company performance by partnering with Sales and Operations leaders to align talent, organizational design, and capability building to achieve key business objectives.

This role blends core HRBP responsibilities, including performance and compensation consultation, employee relations, policy interpretation, engagement, talent management, and workforce planning—with end-to-end L&D ownership for sales, sales leadership, and operations development.

• Serve as a trusted advisor to Sales and Operations leaders, providing both day-to-day coaching and strategic counsel across performance management, compensation, employee relations, engagement, workforce planning, and organizational design
• Partner with leadership to assess capability gaps (role clarity, skills, behaviors, and process adherence) and translate business needs into actionable people strategies and learning roadmaps
• Ensure consistent and rigorous execution of performance management practices, including goal setting, calibration, feedback cycles, and development planning
• Lead talent reviews, succession planning, and development planning to drive retention, internal mobility, and bench strength for critical roles
• Lead and/or support annual HR cycle deliverables, including performance cycles, talent reviews, and compensation planning (merit and bonus)

• Design and deliver scalable Sales and Operations onboarding and ramp programs (new hire, upskilling, and role transitions) in partnership with functional subject matter experts
• Build leader and manager development experiences (coaching, feedback, performance conversations) to strengthen frontline leadership and reduce regrettable attrition
• Create and continuously improve learning content and experiences, including facilitation, workshops, playbooks, manager toolkits, and self-service resources
• Leverage AI capabilities to accelerate and enhance the creation of L&D content (e.g., sales playbooks, role-based learning paths, call coaching scripts, and microlearnings)
• Support development across product, process, skills, and leadership behaviors aligned to business priorities

• Act as a change leader within an evolving sales organization, supporting shifts in segments, territories, compensation plans, and operating rhythms
• Ensure leaders are equipped with communication strategies, tools, and collateral needed to successfully drive adoption and sustain change

• Use data and insights (attrition, engagement, ramp time, quota attainment, internal mobility, and performance outcomes) to diagnose issues, prioritize investments, and measure program impact
• Establish accountability and define success metrics for programs, including adoption, proficiency, behavior change, and business results