Global People Business Partner - GTM

About the Role

DDN is at the center of one of the most consequential shifts in technology: the rapid buildout of AI infrastructure. As the business scales, our Go-to-Market (GTM) organization must evolve quickly—how we organize, where we invest, how we lead, and the talent and capabilities we build to capture the opportunity ahead. We’re looking for a Director, HR Business Partner — Go-to-Market to partner directly with our President and Chief Revenue Officer and their leadership team, spanning Sales, Marketing, and our broader commercial organization.

This person will own the people and organizational agenda for GTM and serve as a critical member of its leadership team. While the role is US-based, our customers, teams, and growth ambitions are global. Success will require thinking globally and partnering closely with People leaders across regions to build a connected talent and organizational strategy.

This role is for a strategic operator who understands that great People partnership starts with understanding the business. They can connect growth strategy, customer and market dynamics, and business performance to what it means for the organization—and then build the plan and make it happen. The ideal candidate can operate at both a high strategic level and ground level, helping leadership rethink the organization, build project plans, and execute without handoff.

Responsibilities

• Own the people agenda for GTM. Partner with GTM leadership on organization design, workforce planning, talent strategy, leadership capability, and where and how we invest in the organization.
• Operate as part of the GTM leadership team. Develop a deep understanding of our business, customers, markets, growth strategy, and talent to bring a real point of view—not just an HR perspective—to business decisions.
• Own performance and employee relations end-to-end. Help leaders identify underperformance early, establish clear expectations, give direct feedback, and navigate the path forward. Provide hands-on support when needed. Own formal performance processes and complex employee relations matters through resolution, partnering with Legal and regional People teams as required.
• Shape the organization for what comes next. Help leaders make thoughtful decisions about structure, roles, spans and layers, capabilities, and where we need to build, buy, develop, or reorganize talent as the business evolves.
• Build and differentiate talent. Lead talent reviews, succession, and critical-talent discussions. Help leaders understand where the bar needs to move, where leadership or capability gaps exist, and where exceptional performance should be recognized and accelerated.
• Build stronger leaders and teams. Coach executives and managers through growth, change, team effectiveness, and difficult talent decisions. Help leaders raise the performance bar while fostering environments where talented people can do their best work.
• Help build DDN’s People playbook. GTM won’t just consume People programs—this role will help create them. Partner across the People team to build and continuously improve global practices like performance management, onboarding, manager enablement, talent reviews, and other foundational programs. Bring insights from the business back into how DDN operates globally.
• Turn strategy into execution. Take complex organizational problems, break them into workstreams, build the plan, connect the right people, and drive through to completion. Ensure ideas don’t stall in meetings but are executed effectively.
• Connect a global GTM organization. Partner directly with regional People leaders across DDN’s footprint to create a cohesive approach to talent and organization while accounting for local differences in employment practices, culture, and market.
• Bring the broader People organization to GTM. Partner with Talent Acquisition, Compensation, People Operations, and regional teams to connect the dots across talent, rewards, hiring, systems, and the employee experience.

Requirements

• Significant experience as a senior HR Business Partner or People Partner, ideally supporting Sales, Marketing, Revenue, or another complex Go-to-Market organization.
• A track record as a true thought partner to senior executives and a meaningful contributor to their leadership teams—shaping decisions rather than waiting to be asked.
• Strong commercial instincts. Curiosity about customers, markets, growth, and how the company makes money, and the ability to connect these naturally to talent and organization decisions.
• Deep strength in organization design, talent strategy, performance management, employee relations, and leadership effectiveness.
• Experience personally owning performance and employee relations matters from early diagnosis through resolution. Comfort handling the hard parts without relying on another team to step in.
• Experience operating in high-growth, transformation, or 0→1 / 1→2 environments where the organization and processes evolve quickly.
• Experience in performance-oriented environments where talent differentiation, accountability, and quick action on performance matter.
• An operator’s brain. Ability to turn ambiguity into a plan, create structure around messy work, track details, and drive things across the finish line. Formal project management experience is welcome, but an informal obsession with a good project plan works too.
• The ability to connect dots. See how performance issues connect to leadership, organization design, incentives, hiring, or business changes.
• Meaningful global experience. Ability to operate across countries and cultures and partner effectively with regional People teams.
• The ability to move from executive-level strategy to hands-on execution without ego.
• A clear point of view, strong judgment, and the confidence to respectfully challenge senior leaders when needed.

Pay

Compensation Range: $190,000 - $240,000