Senior Director, HR Business Partner (GTM)

We need to output HTML fragment with sections: About the role? Actually the posting includes "Why Join Relay?" and description. We need to use

for section headings like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We must include sections only when posting has real specific content. We need to extract content: The posting includes description of role, responsibilities, requirements, qualifications, maybe benefits? There's mention of "Why Join Relay?" which includes company info, but not benefits/pay/schedule. So we likely have sections: About the role (maybe a summary), Responsibilities (list of duties), Requirements (experience), Qualifications (education?), Skills (maybe not explicit). We need to avoid filler like "commensurate with experience". We must preserve all substantive info, not invent. We need to remove boilerplate: cookie/navigation/legal/EEO etc. Not present. We need to output only HTML fragment. Let's parse content: - Intro about Relay: description of company, why join Relay (proven winner, high value, market-leading innovation, world-class leadership, culture). This could be "About the role"? Actually it's about company. Could be "About the role" or maybe we treat as "About the role" describing the role and company. The instruction: use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we can have About the role section containing company overview and role purpose. Then Responsibilities: list of duties: "You will be the trusted advisor to four executive leaders and the coach and escalation point for the managers and individual contributors within their functions." etc. Many bullet-like sentences. We'll need to convert to

• . Requirements: "10+ years of progressive HR/People experience, including 4+ years as a senior HRBP or People Partner directly supporting go-to-market functions — Sales, Customer Success, and/or Marketing." etc. Also "Demonstrated experience supporting executive-level leaders (VP/CRO/CMO/Head-of-level) as a credible peer and advisor..." etc. Also "Deep working knowledge of GTM compensation..." etc. Also "Hands-on experience with organizational design, leveling, and job architecture, and workforce/capacity planning in a quota-carrying environment." etc. Also "Strong employee relations judgment..." etc. Also "Fluency with people data..." etc. Also "A first-principles problem solver..." etc. Also "Experience in a high-growth technology company..." etc. Also "Excellent written and verbal communication..." etc. Also "Working knowledge of multi-state US employment law and compliance obligations." Also "Bachelor’s degree or equivalent practical experience." Qualifications: maybe overlapping with requirements; but we can treat Requirements as experience, Qualifications as education/degrees? The posting includes Bachelor's degree. Could be Qualifications. Skills: maybe not explicit; we could omit if no specific skills list. Benefits, Pay, Schedule: not mentioned; we should not create those sections. Thus we will have sections: About the role, Responsibilities, Requirements, Qualifications. We need to ensure we don't repeat job title as heading. The job title is "Senior Director, GTM People Services Business Partner". Not to be used as heading. We need to preserve all substantive info; not invent. Let's craft About the role paragraph: combine company description and role purpose. Company description: "Relay is building the next generation of human-in-the-loop Physical AI — intelligent systems that don't just live in data centers and dashboards, but operate in the real world: embedded in the workflows of the people who build, move, and maintain the physical infrastructure of the modern economy. Our Relay platform brings AI-native situational awareness, real-time operational intelligence, and automated decision support to frontline environments. Where legacy software stops at the edge of the office, Relay's platform goes all the way to the floor — turning unstructured operational data into coordinated action, at scale, in real time." Why Join Relay: bullet points: "A Proven Winner: Join a hyper-growth company trusted by over 10% of the Fortune 500, continuing to move upmarket with massive impact. High Value, High Impact: With 47% of our revenue from $100K+ ARR customers and 135% Net Revenue Retention (NRR), you'll be joining a company rooted in value creation. Market-Leading Innovation: The Relay platform captures 1 billion new data points weekly and features award-winning AI tools like TeamTranslate™, with 500% YoY growth. World-Class Leadership: Our stellar leadership team is built to help us scale toward our next major milestones. The Relay Culture: We're dedicated to helping you do the best work of your life (BWIML), investing in your growth through L.I.T., living our CHASE values, and learning from incredibly talented, supportive teammates who make the work (and the wins) better every day." Then role description: "We are hiring a Senior Director, GTM People Services Business Partner to serve as the dedicated business partner for our go-to-market organization, including Sales, Customer Success, Marketing, and Business Development. This individual will be a strategic thought leader supporting the revenue engine at Relay. You will be the trusted advisor to four executive leaders and the coach and escalation point for the managers and individual contributors within their functions." We can combine. Now Responsibilities: list items from the posting after "What You’ll Own". Actually there is a section "What You’ll Own" with subheadings: Executive Partnership & Business Fluency, Organizational Design, Leveling & Workforce Planning, GTM Compensation & Incentive Design, Talent Density, Performance & Retention, Manager Capability & Leadership Effectiveness, Employee Relations & Risk, Change Management at Scale. Each contains bullet-like sentences. We'll extract each as list items. Let's gather responsibilities: Executive Partnership & Business Fluency: - Become fluent in the GTM business. Spend time in the business to understand the sales motions, segments of each group, pod structures, and how they operate, and be a supporter of the QBRs. - Serve as a true business partner to the Head of Sales, Head of CS, and Head of Marketing. Build the relationship depth required to be in the room for consequential decisions — org changes, segment/sector moves, leadership hires, performance calls — before they are made. - Translate business priorities into a people services agenda. Own a rolling GTM people plan tied to revenue objectives, with clear priorities, owners, and measures of success. Say no to work that doesn’t move the number or protect the culture. - Coach at every level. Advise executives on their own leadership and team design; coach frontline managers on the hard parts of the job; be accessible and credible to ICs without undermining the management chain. - Be a trusted partner for all team members, no matter their level within the organization. - Lead with heart and a strong backbone. Organizational Design, Leveling & Workforce Planning: - Design GTM org structures that scale. Partner on segmentation and coverage models, span of control, player-coach vs. pure-manager decisions, supporting AE levels along with up-market motions into our Enterprise sectors, and emerging vs. named-account approaches. - Build and maintain GTM job architecture and leveling. Work with our Total Rewards leader to create clear, consistently applied career ladders and level definitions for quota-carrying, post-sale, and marketing specialist tracks, including dual IC/manager paths so we can retain senior individual contributors. - Advise on build-vs-buy for talent. Bring a clear point of view on FTE vs. contractor vs. agency in Marketing, offshore/nearshore and pooled coverage models in CS, and outsourced vs. in-house SDR capacity. GTM Compensation & Incentive Design: - Support Benchmark and defend GTM pay competitiveness. Partner with our Total Rewards leader to understand market data to keep ranges credible across sales, CS, and marketing roles and geographies; identify where we are losing candidates or people on comp and bring a remedy, not just a report. - Run comp planning cycles for the GTM org in collaboration with our Total Rewards Leader. Manage merit, promotion, equity refresh, and off-cycle decisions with a bias toward differentiating meaningfully for top performers. - Equip managers to deliver comp conversations well. - Ensure incentive design drives the intended behavior. Stress-test plans for unintended consequences — sandbagging, discounting, churn-and-burn selling, single-threaded deals, or misaligned handoffs between sales and CS. Talent Density, Performance & Retention: - Raise the hiring bar with Talent Acquisition. Partner with TA teams to enhance GTM scorecards, structured interview loops, work samples (mock discovery calls, pitch exercises, writing samples, portfolio reviews), calibrated debriefs, offer strategy, and closing senior candidates. - Partner with Sales Leaders to define ramp-to-productivity. Define what “ramped” means by role, measure time-to-first-deal and time-to-full-productivity, and work with Enablement and managers to shorten it. - Diagnose ramp failures as hiring, onboarding, territory, or management problems — and fix the right one. - Drive a performance rhythm that aligns with a quota-driven culture. Build a cadence of clear expectations, frequent coaching, and honest attainment-based assessment. Ensure attainment is read in context — territory quality, quota fairness, tenure, segment — rather than as a single number. - Move decisively on underperformance. Coach managers to intervene early and act quickly, using well-documented performance plans and a clear distinction among skill, will, role-fit, and management problems. - Protect and grow talent density. Run talent reviews, calibration, and succession planning across GTM; identify high-potential ICs and future leaders; build retention plans for the people we cannot afford to lose. - Understand and reduce regrettable attrition. Own GTM attrition analysis — voluntary vs. involuntary, regrettable vs. non-regrettable, cut by manager, tenure, segment, and attainment — and turn findings into specific interventions. Manager Capability & Leadership Effectiveness: - Build a leadership bench. Identify and develop the next layer of GTM leaders; create stretch opportunities, mentoring, and targeted development for high-potential managers and directors. - Partner with Enablement. Work alongside the enablement team to help support onboarding and training the teams. Employee Relations & Risk: - Handle high-stakes employee relations with sound judgment. Investigate and resolve conduct, harassment, and performance matters; manage ER complexity specific to GTM— including commission and credit disputes, territory and account conflicts, top-performer behavior issues, and expense and entertainment concerns. - Manage compliance and mitigate risk. Ensure multi-state employment law compliance, exempt/non-exempt classification for GTM roles, pay transparency requirements, restrictive covenant practices, and clean documentation for separations and RIFs. - Partner with Legal on escalated matters. Change Management at Scale: - Lead the people side of GTM change. Reorganizations, segment and territory redesigns, motion shifts (product-led to sales-led, SMB to enterprise, new-logo to expansion), leadership transitions, new market entry, integrations, and reductions. - Communicate change credibly. Build the narrative, sequencing, and manager talking points that let change land well with a highly networked, highly vocal GTM population. - Design the people infrastructure that lets us grow. Build processes that are lightweight enough for today and durable enough for a company two or three times our size — and revisit them as we grow. Now Requirements: list from "Required What You Bring". Items: - 10+ years of progressive HR/People experience, including 4+ years as a senior HRBP or People Partner directly supporting go-to-market functions — Sales, Customer Success, and/or Marketing. - Demonstrated experience supporting executive-level leaders (VP/CRO/CMO/Head-of-level) as a credible peer and advisor, including the ability to influence, push back, and hold a position under pressure. - Deep working knowledge of GTM compensation: quota and OTE design, pay mix, accelerators, draws, and retention/expansion-linked incentives for post-sale roles. - Hands