Director, HRBP - GTM
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). Use - for any list of duties/requirements/benefits, and
for prose. Do NOT repeat the job title as a heading. Do NOT put Job ID etc. Preserve ALL substantive information; do NOT invent or summarize away detail. Remove boilerplate. So we need to extract substantive content.
Let's parse the posting:
- Intro about The Team, The People Team etc. That's about the role? Might be considered "About the role" or "About the team". We'll include as About the role.
- The Role section: description of Director, HR Business Partner, Go-To-Market. That's also about the role.
- Then "In This Role, You'll Drive GTM People Strategy with Speed and Precision" with bullet-like sentences (each starting with a verb). Those are responsibilities.
- Then "Own Talent Management and Performance Execution" with bullet-like sentences.
- Then "Execute On Compensation, Incentives, And GTM-Specific Programs"
- Then "Lead Change Management and Employee Relations with Conviction"
- Then "Build Deep Partnerships Across the Business"
These are responsibilities.
- Then "We're Looking For Candidates Who Have" list of requirements.
- Then "Nice To Have" list (optional). Could be considered Qualifications or Skills? Might treat as Qualifications (required) and Nice To Have as Skills? But we need to follow instruction: include sections only when posting has real specific content. We have Requirements (the "We're Looking For Candidates Who Have" list). Qualifications maybe we could treat as the same as Requirements? But we have both Requirements and Qualifications as possible headings. We could put the required experience under Requirements, and the nice-to-have under Qualifications or Skills. However the instruction says use headings like Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We need to decide what to map.
The posting includes: "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." etc. That's requirements.
Then "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)". Those could be Qualifications or Skills. We'll put them under Qualifications (nice-to-have). Or we could put under Skills. But better to follow typical: Requirements = mandatory, Qualifications = preferred/nice-to-have. Skills maybe not needed.
Pay: compensation range given: $149K - $283K.
Schedule: not mentioned, so omit.
Benefits: not mentioned, omit.
Thus sections: About the role, Responsibilities, Requirements, Qualifications, Pay.
We need to output HTML fragment only, no markdown fences.
We need to use
for each section heading. Under each, use
for prose,
- for lists.
We must preserve all substantive information, not invent or summarize away detail. So we need to include the details from the posting verbatim (or close). We must not omit any substantive detail. However we can combine sentences into paragraphs but must keep the info.
We need to be careful not to include boilerplate like EEO, legal, etc. The posting includes some EEO-like statements: "You belong here. At Chainalysis, we believe that diversity of experience and thought makes us stronger..." etc. That's boilerplate; we should remove. Also the part about accommodations, etc. Remove.
Also the part about AI at Chainalysis etc. That's maybe not boilerplate but could be considered generic. However it's substantive about AI fluency expectations. Should we keep? It's under "AI at Chainalysis". Might be considered part of the role expectations? It's not directly about the role but about company culture. Might be considered boilerplate? The instruction says remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. The AI section is not EEO but could be considered company culture. It's not directly about the role. Might be considered optional but we could keep if it's substantive. However the instruction says "Preserve ALL substantive information; do NOT invent or summarize away detail." So if we remove it, we might be losing substantive info about AI expectations. But is that substantive to the role? It says "AI fluency is tied directly to how we measure performance and how we plan to win." That seems like a requirement/expectation. Could be considered part of Requirements or Qualifications. However it's not explicitly listed under requirements. Might be considered part of the role description. Safer to keep it under About the role or Responsibilities? But it's not a duty. Might be better to include under About the role as a note.
But we need to avoid duplication. Let's extract the substantive parts:
- The Team paragraph: "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 paragraph: "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 "In This Role, You'll Drive GTM People Strategy with Speed and Precision" followed by sentences each starting with a verb. Let's list them:
1. 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.
2. 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.
3. 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.
4. 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.
5. 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.
6. 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.
7. 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.
8. 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 "We're Looking For Candidates Who Have" list:
- 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
for prose. Do NOT repeat the job title as a heading. Do NOT put Job ID etc. Preserve ALL substantive information; do NOT invent or summarize away detail. Remove boilerplate. So we need to extract substantive content. Let's parse the posting: - Intro about The Team, The People Team etc. That's about the role? Might be considered "About the role" or "About the team". We'll include as About the role. - The Role section: description of Director, HR Business Partner, Go-To-Market. That's also about the role. - Then "In This Role, You'll Drive GTM People Strategy with Speed and Precision" with bullet-like sentences (each starting with a verb). Those are responsibilities. - Then "Own Talent Management and Performance Execution" with bullet-like sentences. - Then "Execute On Compensation, Incentives, And GTM-Specific Programs" - Then "Lead Change Management and Employee Relations with Conviction" - Then "Build Deep Partnerships Across the Business" These are responsibilities. - Then "We're Looking For Candidates Who Have" list of requirements. - Then "Nice To Have" list (optional). Could be considered Qualifications or Skills? Might treat as Qualifications (required) and Nice To Have as Skills? But we need to follow instruction: include sections only when posting has real specific content. We have Requirements (the "We're Looking For Candidates Who Have" list). Qualifications maybe we could treat as the same as Requirements? But we have both Requirements and Qualifications as possible headings. We could put the required experience under Requirements, and the nice-to-have under Qualifications or Skills. However the instruction says use headings like Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We need to decide what to map. The posting includes: "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." etc. That's requirements. Then "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)". Those could be Qualifications or Skills. We'll put them under Qualifications (nice-to-have). Or we could put under Skills. But better to follow typical: Requirements = mandatory, Qualifications = preferred/nice-to-have. Skills maybe not needed. Pay: compensation range given: $149K - $283K. Schedule: not mentioned, so omit. Benefits: not mentioned, omit. Thus sections: About the role, Responsibilities, Requirements, Qualifications, Pay. We need to output HTML fragment only, no markdown fences. We need to use
for each section heading. Under each, use
for prose,
- for lists. We must preserve all substantive information, not invent or summarize away detail. So we need to include the details from the posting verbatim (or close). We must not omit any substantive detail. However we can combine sentences into paragraphs but must keep the info. We need to be careful not to include boilerplate like EEO, legal, etc. The posting includes some EEO-like statements: "You belong here. At Chainalysis, we believe that diversity of experience and thought makes us stronger..." etc. That's boilerplate; we should remove. Also the part about accommodations, etc. Remove. Also the part about AI at Chainalysis etc. That's maybe not boilerplate but could be considered generic. However it's substantive about AI fluency expectations. Should we keep? It's under "AI at Chainalysis". Might be considered part of the role expectations? It's not directly about the role but about company culture. Might be considered boilerplate? The instruction says remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. The AI section is not EEO but could be considered company culture. It's not directly about the role. Might be considered optional but we could keep if it's substantive. However the instruction says "Preserve ALL substantive information; do NOT invent or summarize away detail." So if we remove it, we might be losing substantive info about AI expectations. But is that substantive to the role? It says "AI fluency is tied directly to how we measure performance and how we plan to win." That seems like a requirement/expectation. Could be considered part of Requirements or Qualifications. However it's not explicitly listed under requirements. Might be considered part of the role description. Safer to keep it under About the role or Responsibilities? But it's not a duty. Might be better to include under About the role as a note. But we need to avoid duplication. Let's extract the substantive parts: - The Team paragraph: "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 paragraph: "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 "In This Role, You'll Drive GTM People Strategy with Speed and Precision" followed by sentences each starting with a verb. Let's list them: 1. 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. 2. 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. 3. 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. 4. 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. 5. 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. 6. 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. 7. 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. 8. 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 "We're Looking For Candidates Who Have" list: - 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