HR Business Partner, GTM

About Us

Fireworks is the platform for specialized intelligence, enabling companies to build, train, and serve AI models tailored to their own data, workflows, and products. Founded by the team behind PyTorch and backed by AMD, Atreides, Benchmark Capital, Index Ventures, Lightspeed, NVIDIA, Sequoia Capital, and TCV, Fireworks powers production AI with hundreds of state-of-the-art open models across text, image, embedding, audio, and multimodal workloads. Today, Fireworks is a Series D company valued at $17.5 billion, bringing together an ambitious, collaborative team that's building the future of enterprise AI.

About the role

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 they're stuck, and how a people lens can help them get unstuck. You'll run the core HRBP programs well, and you'll spend just as much time on the ambiguous problems that don't come with a playbook.

Responsibilities

• 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.
• Drive employee experience initiatives — in-office events, offsites, and other moments that matter — chosen for real impact rather than a standard activity calendar.
• Partner with Recruiting to protect the talent bar, calibrating on role scope, leveling, and what "great" looks like for GTM roles.
• Use headcount, performance, attrition, and engagement data to flag where the bar may be slipping or talent density needs attention, proactively identifying top talent and flight risks to inform retention conversations.
• Manage employee relations within the GTM org with sound judgment — recommending pragmatic, business-appropriate resolutions and knowing when to coach, act, or escalate — while championing a strong GTM-specific culture that also reinforces company-wide values.

Requirements

• 5–8 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