Senior People Partner, GTM

About the role

We're looking for a Senior People Partner to be the strategic partner to senior leaders across our Go-To-Market (GTM) organization. You will shape the structure, culture, and talent systems that drive growth, engagement, and performance—while owning some of the most complex and impactful people work in the company.

Responsibilities

• Strategic Business Partnership: Partner with GTM senior leaders and the C-suite to align people strategy with business priorities across Sales, Marketing, Partnerships, and Revenue Operations. Drive org design, workforce planning, and succession readiness while translating business context into people insight—and people insight into commercial decisions.
• Employee Relations & Risk Leadership: Own complex employee relations across GTM, including investigations, performance management, and exits. Partner with Legal on resolution strategies and build proactive frameworks that mitigate risk while maintaining leader and employee trust.
• Succession, Mobility & Talent Velocity: Lead talent mapping and succession planning for critical GTM roles while driving always-on performance rhythms through quarterly calibrations. Elevate high-potential talent and ensure strong progression velocity across the organization.
• AI-Augmented People Practice: Leverage AI-enabled analytics and tools to accelerate insights and streamline people processes, modeling a modern, future-ready People function.
• Culture, Engagement & Leadership Development: Strengthen engagement and embed Rokt's Builder DNA by translating engagement insights into action with leaders. Coach senior leaders and develop managers to build high-performing, accountable teams. Serve as a trusted partner through transformation, integration, and M&A activity, guiding leaders and teams through periods of growth and change.

Requirements

• About You: At least 7-10 years of People experience in high-growth organizations, with significant time spent as a generalist partnering at the senior leader level. Experience with GTM leaders and functions is required.
• Demonstrated employee relations expertise—you have owned complex investigations, navigated grievances, managed performance plans and exits, and partnered with Legal. This is not a stretch for you; it is a strength.
• A track record of credible influence with senior business leaders. You change minds and shape decisions through the quality of your thinking.
• Strong business acumen: you understand GTM commercial models, you read financial and people data fluently, and you translate both into strategic recommendations.
• Sound judgment in ambiguous, high-stakes situations—you know when to move fast, when to pause, and how to sequence both.
• Actively use AI tools in your day-to-day work—you're not waiting to learn; you're already integrating AI into how you operate and are curious about what comes next.
• Experience designing or evolving people processes in an AI-augmented environment—you have thought about which workflows should stay human and which should be accelerated.
• Data storyteller: you don't just pull numbers—you use data to build a compelling case that moves leaders to action.
• Proactive pattern recognition: you spot organizational risk early and surface it before it becomes an issue.
• A growth mindset about the People function itself—you are building the future of this team, not just executing against current expectations.

Benefits

• Become a shareholder. Every Rokt'star gets equity in the company.
• Enjoy catered lunch every day and healthy snacks in the office. Plus join the gym on us!
• Access generous retirement plans like a 4% dollar-for-dollar 401K matching plan and get fully funded premium health insurance!
• Dog-friendly office
• Extra leave (bonus annual leave, sabbatical leave etc.)
• Work with the greatest talent in town
• See the world! We have offices in New York, Seattle, Sydney, Tokyo and London

What Will Set You Apart

• Experience designing or evolving people processes in an AI-augmented environment—you have thought about which workflows should stay human and which should be accelerated.
• Data storyteller: you don't just pull numbers—you use data to build a compelling case that moves leaders to action.
• Proactive pattern recognition: you spot organizational risk early and surface it before it becomes an issue.
• A growth mindset about the People function itself—you are building the future of this team, not just executing against current expectations.