Director, HRBP - GTM

We need to output HTML fragment with sections: headings

for sections like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Only include sections that have real specific content. We must not repeat job title as heading. No Job ID etc. Remove boilerplate. Must preserve all substantive info. We need to parse the posting: It includes sections: The Team, The Role (with bullet points), We're looking for candidates who have: (requirements), Nice to have: (preferred qualifications), AI at Chainalysis (maybe not needed), About Chainalysis (company overview), Compensation Range. We need to map to allowed headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We have content for About the role (description). Responsibilities (the bullet list under "In this role, you'll:" etc). Requirements (the "We're looking for candidates who have:" list). Qualifications maybe same as Requirements? Could separate but we can combine. Skills maybe from requirements? Could include but we need to avoid duplication. Benefits: not mentioned except maybe compensation range? Benefits not described. Pay: we have compensation range. Schedule: not mentioned. Thus we will include sections: About the role (

About the role

), Responsibilities (

Responsibilities

), Requirements (

Requirements

), Pay (

Pay

). Possibly also Qualifications but we can treat Requirements as qualifications. The instruction: use headings for those categories; we can include only those with content. We must not create sections with filler like "commensurate with experience". We have actual compensation range. We need to use

• for any list of duties/requirements/benefits. Use

  for prose. We need to preserve all substantive information; do not invent or summarize away detail. So we need to include all bullet points from responsibilities, requirements, nice to have maybe as part of Requirements or separate? The nice to have is optional qualifications; we could include under Requirements as separate list? Might be better to include under Requirements as separate bullet list with note "Nice to have". But we must not invent headings; we could keep them under Requirements as a sublist? However we need to preserve all info; we can include nice-to-have as part of Requirements but maybe separate

  with a note. Could add a

  saying "Nice to have:" then list. We also need to include The Team description? That's part of About the role? Could be included in About the role paragraph. Also include AI at Chainalysis and About Chainalysis maybe as part of About the role? But those are company description; could be included in About the role as prose. We must not include boilerplate like EEO etc. The posting includes diversity statement at end; we should remove that as boilerplate? It says "Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate". The diversity statement is EEO; we should remove it. Also the accommodation request line is part of EEO; remove. Also "You belong here." etc. Probably remove. Also "We can’t wait to meet you." remove. Thus we keep: The Team paragraph, The Role paragraph, Responsibilities bullet list, Requirements bullet list, Nice to have bullet list, Compensation Range. We also need to include maybe "About Chainalysis" as part of About the role? Could be separate but not a heading; we can just include as prose under About the role. We must not repeat job title as heading. The job title is "Director, HR Business Partner, Go-To-Market". Not used. Now craft HTML. Structure:

  About the role

  The Team The People Team at Chainalysis is dedicated to enabling growth, building an inclusive environment, and providing the support that helps our employees do the best work of their careers. Chainalysis is at a defining moment, transforming from a product-based company to an intelligence platform AI native company. The People Team plays a critical role in ensuring our organization evolves as fast as our technology. Our Go-To-Market organization, spanning Sales, Sales Engineering (Solution Architects), Customer Success, Partnerships, and Revenue Operations, is the engine driving that momentum. As we scale, our GTM teams need an HR Business Partner who operates with the same speed, intensity, and bias for action that defines the business itself.

  The Role As Director, HR Business Partner, Go-To-Market, you will be the strategic people partner embedded directly within our GTM leadership team. This is a high-impact, individual contributor role at the Director level. You will not manage a team, but you will be expected to operate with the authority, judgment, and executive presence of a senior leader. You will own the full scope of people strategy for GTM end-to-end: from organizational design and talent planning to performance management, employee relations, and change management. You are the single point of accountability for translating business priorities into people initiatives that accelerate revenue growth. A trusted, high-impact partnership with the COO will be critical to success in this role, one in which the HR Business Partner’s voice is heard, ideas are valued, and creative thinking shapes consequential people and business decisions. You are essential to GTM success. With a significant body of work ahead, this is not a role for the faint of heart; it requires the imagination, resourcefulness, resilience, and influence to turn ambitious priorities into meaningful results. Their role demands an execution-oriented leader, someone who doesn't wait for direction, moves fast, takes risks, is willing to make mistakes, drives outcomes with urgency, and brings a relentless focus on getting things done. You thrive in high-growth, high-change environments and are energized by the pace and complexity of a scaling GTM organization. You are equally comfortable coaching a CRO or COO through a sensitive org restructure as you are rolling up your sleeves to build a new compensation framework or run a talent calibration session from scratch. Your opinion matters, have one.

  Then Responsibilities:

  Responsibilities

  • Drive GTM People Strategy with Speed and Precision - Own and execute the end-to-end people strategy for the Go-To-Market organization, directly partnering with the COO, CRO, and CCO to align talent priorities with revenue targets.
  • Lead organizational design efforts to ensure the GTM structure scales efficiently, proactively identifying gaps, redundancies, and opportunities to optimize team composition as the business evolves.
  • Develop and execute workforce planning strategies that anticipate hiring needs, succession gaps, and capability builds across Sales, Sales Engineering, Customer Success, Partnerships, and Revenue Operations.
  • Operate as a true business partner, not a support function. Bring data, recommendations, and a point of view to every leadership conversation, and hold leaders accountable to people's commitments.
  • Own Talent Management and Performance Execution - Drive and build a rigorous, outcomes-based performance management culture across GTM, ensuring that high performers are recognized and rewarded, and that underperformance is addressed swiftly and directly.
  • Lead talent review and calibration processes for GTM, partnering with leaders to build robust succession plans for critical revenue-facing roles.
  • Design and implement GTM-specific retention strategies, with a focus on high-impact sellers, technical sales talent, and customer-facing leaders in competitive talent markets.
  • Coach and advise GTM managers at all levels on leadership development, team effectiveness, and building high-performing sales and customer success cultures.
  • Execute On Compensation, Incentives, And GTM-Specific Programs - Partner with Revenue Operations and Total Rewards to design and refine GTM compensation structures, including variable pay, sales incentive plans, SPIFs, and quota-setting frameworks that drive the right behaviors and outcomes.
  • Analyze compensation competitiveness within the sales and GTM talent market, making proactive recommendations to attract and retain top revenue talent.
  • Lead GTM-specific people programs including onboarding for revenue hires, ramp-time optimization, sales enablement alignment, and GTM-wide engagement initiatives, with a bias toward measurable impact.
  • Lead Change Management and Employee Relations with Conviction - Drive change management initiatives across GTM with urgency and clarity: territory realignments, org restructures, RIF planning, and M&A integration for acquired sales and customer teams.
  • Serve as the primary point of contact for all employee relations matters within GTM, handling complex and sensitive situations with sound judgment, speed, and discretion.
  • Navigate ambiguity with confidence. In a fast-moving GTM environment, you make decisions with imperfect information, course-correct quickly, and never let process slow down progress.
  • Ensure compliance with employment laws and company policies while maintaining a pragmatic, business-first approach to risk.
  • Build Deep Partnerships Across the Business - Forge strong, trust-based relationships with the COO, CRO, CCO, and broader GTM executives. Become the go-to advisor on all things people, from strategic org decisions to day-to-day people challenges.
  • Collaborate closely with Talent Acquisition to drive aggressive hiring plans, ensuring the right talent pipeline for quota-carrying and customer-facing roles.
  • Partner with People Operations, Total Rewards, L&D, and HRIS teams to ensure GTM-specific needs are reflected in company-wide programs and systems.
  • Bring a "one team" mindset. While your focus is GTM, you operate as part of the broader People team and contribute to enterprise-wide HR initiatives and best practices.
  Then Requirements:

  Requirements

  • 10+ years of progressive HR Business Partner experience, with at least 5 years supporting Go-To-Market, Sales, or Revenue organizations in high-growth B2B SaaS or technology companies.
  • Demonstrated ability to operate as a Director-level individual contributor. You bring executive-level strategic thinking and hands-on execution in equal measure without needing a team behind you.
  • A track record of thriving in fast-paced, high-growth, and ambiguous environments. You've built and iterated on people strategies while the business was scaling rapidly around you.
  • Deep expertise in GTM talent dynamics: sales compensation design, quota-based performance management, territory planning, and retention strategies for revenue-critical roles.
  • Proven ability to influence and advise senior leaders (VP and C-level) with data-driven recommendations and a willingness to challenge the status quo.
  • Strong employee relations experience with a demonstrated ability to handle complex, high-stakes situations with speed, good judgment, and confidentiality.
  • Exceptional communication skills. You are direct, clear, and persuasive, whether you're coaching a first-time manager or presenting an org design proposal to the executive team.
  • An aggressive, action-oriented disposition. You are known for driving results, holding a high bar, and refusing to let inertia or ambiguity slow you down.
  Nice to have could be included as part of Requirements or separate but we don't have a heading for Nice to have; we could add a

  Nice to have:

  then list. But we must not create headings unless real content. We can add a

  Nice to have:

  followed by
  . That's acceptable. Thus:

  Nice to have:

  • Experience in blockchain, fintech, cybersecurity, or regulated technology industries.
  • Familiarity with HRIS platforms (e.g., Workday), people analytics tools, and modern HR tech stacks.
  • Experience supporting globally distributed GTM teams across multiple regions and time zones.
  • HR certification (PHR, SPHR, SHRM-CP, or SHRM-SCP)
  Pay:

  Pay

  Compensation Range: $149K - $283K

  We should not include Schedule or Benefits sections as not present. We must ensure we