Principal HRBP, GTM

Atlassians can choose where they work – whether in an office, from home, or a combination of the two. We can hire people in any country where we have a legal entity.

Responsibilities

• Partner closely with Sales leaders and their leadership teams as a trusted advisor on all people-related topics—org design, performance and talent, capability building, culture, and AI-enabled ways of working—as well as supporting people programs and initiatives.
• Move comfortably between strategy and execution: shaping the long-term people agenda for GTM and our AI transition, while rolling up your sleeves to solve real-time issues with leaders and teams.
• Support distributed teams across time zones in the USA/Canada.

Strategic partnership for Sales

• Partner with senior Sales leaders to understand business and GTM strategy, and translate it into a clear people plan.
• Diagnose org health (structure, headcount mix, capability, engagement, ways of working) across GTM teams and propose data-driven interventions, including where AI, automation, and tooling can shift how work gets done.
• Support organizational design, restructures, and workforce planning (e.g., team shape, IC/Manager mix, quota-carrying vs. non-quota roles, regional coverage, AI-assisted roles) aligned to GTM and portfolio priorities.
• Act as a thought partner on culture, inclusion, leadership effectiveness, and how we build strong, AI-enabled Sales organizations over time.

Talent, performance & growth

• Lead the performance and growth cycles for your client groups (goal-setting, feedback, calibration, rewards conversations) in line with our global frameworks, ensuring alignment with sales performance and incentive structures.
• Coach Sales leaders and managers to build high-performing, healthy teams with strong succession pipelines, including for quota-carrying and revenue-critical roles.
• Partner with Talent Acquisition on senior hiring (e.g., regional Sales leaders), role design, and assessment approaches that reflect our craft and leadership expectations, including AI literacy and data-driven decision-making.
• Use talent and performance data (including pipeline, quota attainment, and engagement insights) to identify capability gaps in areas like GTM strategy, execution, leadership, and cross-functional collaboration, then recommend targeted development solutions.

Employee relations, sales comp & manager capability

• Navigate the nuance of quota-carrying roles and sales performance management (e.g., under-performance, plan changes, territory realignments), ensuring fair, consistent, and timely processes.
• Partner with Sales Compensation / Rewards teams to interpret and operationalize sales compensation plans, helping leaders and managers understand how plan design, crediting, and targets show up in day-to-day leadership decisions.
• Coach managers to handle people issues early and well, building their leadership confidence and capability, especially in performance management and difficult conversations linked to incentives and targets.
• Ensure consistent, fair application of policies and practices across Sales teams and regions.

Rewards, policy & compliance

• Support annual compensation and benefits processes for your client groups, including market reviews, promotions, quota and incentive-related decisions, and pay changes.
• Interpret and apply HR policies and employment legislation in the US (and coordinate with local experts for other jurisdictions as needed); flag risks and propose options to leaders.
• Ensure HR data integrity, documentation, and processes meet internal and legal requirements, including those related to variable compensation and incentive plans.

Change, AI transformation, culture & ways of working

• Lead or co-own people-related transformation in GTM – e.g., reorganizations, new operating models, shifts in coverage/territories, adoption of AI tools and workflows in Sales, or changes in how GTM partners with Product and other teams.
• Partner with People CoEs (Talent, Rewards, DEI, Learning, etc.) and GTM Operations to roll out global programs and adapt them for the GTM and AI transformation context.
• Use engagement, pulse, and feedback data from GTM teams—combined with performance and productivity insights—to co-create action plans with leaders and track progress over time.
• Champion an inclusive, psychologically safe, high-performance culture across GTM, helping teams experiment with AI and new ways of working while maintaining clarity, fairness, and trust.

Skills & Experience

Must-have

• Significant experience as a Principal (Director) HR Business Partner (or similar) supporting senior leaders in a complex, large (1000+) matrixed environment.
• Experience operating at an equivalent level, influencing SVP & C-suite stakeholders and navigating ambiguity with limited oversight.
• Strong grounding across core HR domains: org design, performance and talent management, employee relations, rewards, and change management.
• Demonstrated experience supporting or leading org design and change in knowledge-work environments (ideally GTM-heavy organizations such as Sales, Marketing, or Customer-facing teams).
• Demonstrated comfort working with sales compensation and quota-carrying populations (e.g., plan interpretation, performance management, alignment to org design and change).
• Comfortable using data (people metrics, performance and pipeline data, engagement, qualitative insights) to diagnose issues, connect them to compensation and performance, and influence decisions.
• Excellent stakeholder management, relationship-building, and communication skills; able to challenge constructively and build trust quickly.
• Proven track record of coaching leaders and managers to grow their people leadership capability, including in AI-enabled and high-change environments.
• Experience working with distributed or global teams across time zones.

Nice-to-have

• Experience supporting or driving AI-enabled transformation (e.g., introducing new tools, skills, and ways of working across large teams).
• Familiarity with modern HR and GTM tech stacks (e.g., Workday or similar HRIS, Greenhouse or similar ATS, engagement tools, sales performance/incentive tools).
• Professional HR qualification (e.g., SHRM or equivalent).

Pay

At Atlassian, we strive to design equitable, explainable, and competitive compensation programs. We follow consistent hiring practices and account for each candidate's skills, knowledge, and experience when setting base pay within the range. This role may also be eligible for benefits, bonuses, commissions, and equity.

In the Americas, we have three geographic pay zones. For this role, our current base pay ranges for new hires in each zone are:

• Zone A: $221,400 - $289,050
• Zone B: $199,260 - $260,145
• Zone C: $183,762 - $239,912

Benefits & Perks

Atlassian offers a wide range of perks and benefits designed to support you, your family, and to help you engage with your local community. Our offerings include health and wellbeing resources, paid volunteer days, and more.