HR Business Partner – Sales

Job not on LinkedIn

🕒 November 2

🇺🇸 United States – Remote

💵 $210k - $265k / year

⏰ Full Time

🟠 Senior

🔴 Lead

👩‍👩‍👧‍👦 Human Resources (HR)

👻 Ghost score 0%

What it means: the chance that no one is really hiring for this job.How to read it: 60% or higher means we think this is a ghost. Lower scores are less of a worry.How we score it: age, reposts, open roles vs team size, how fast jobs close, and whether pay is listed.Fine print: an estimate from public data, not a judgment of the company. Real jobs can score high, so treat it as a hint, not a fact.

Apply Now

Find Similar Remote Jobs

Forward Networks, Inc.

WebsiteLinkedInAll Job Openings

51 - 200 employees

Founded 2013

☁️ SaaS

🏢 Enterprise

🔒 Cybersecurity

SaaS • Enterprise • Cybersecurity

Forward Networks, Inc. is a leading provider of network modeling software, offering vendor-agnostic "digital twin" technology to create accurate, mathematically-modeled representations of complex network infrastructures. Their flagship product, Forward Enterprise, enhances network reliability, security, and management by enabling end-to-end visibility and service assurance across cloud and on-premise environments. Noted for its network vulnerability and attack surface management capabilities, it aids in proactive network security and operations. Forward Networks' innovative solutions are recognized by industry analysts such as Gartner, making them a preferred choice for Fortune 50 companies and federal agencies in streamlining network operations and improving security postures.

📋 Description

• Serve as a trusted strategic advisor to Sales senior leadership, providing coaching and counsel on organizational design, territory/quota structure, workforce planning, and leadership effectiveness • Partner with sales leaders to translate revenue targets and go-to-market strategy into people strategies, including org design, span of control, and role architecture as the sales org scales or restructures • Lead full-cycle talent management for the client group: performance management, calibration, succession planning, promotion processes, and career pathing tailored to sales career ladders • Use data and analytics to diagnose organizational health and recommend proactive interventions • Partner closely with Talent Acquisition on sales-specific hiring strategy, headcount planning, and workforce composition • Lead or co-lead org design and change management efforts tied to territory realignments, reorganizations, M&A integration, or new market/segment launches • Coach sales managers and directors on leadership skills, performance conversations, managing underperformance, and team motivation • Partner with Compensation on commission plan design, quota setting implications, and annual compensation planning cycles • Own employee relations matters, including performance improvement plans and terminations tied to quota non-attainment • Champion diversity, equity, and inclusion initiatives for diverse sales teams • Partner cross-functionally with Talent Acquisition, Legal, and Sales Enablement to design and deliver revenue-organization programs • Act as a culture carrier, reinforcing high performance, accountability, and inclusion

🎯 Requirements

• 7–10+ years of progressive HR Business Partner experience, with a significant portion spent directly supporting Sales, Revenue, or other quota-carrying/commission-based client groups • Proven experience operating at a senior level, partnering directly with CRO, VP, and Director-level sales leaders • Deep understanding of sales organizational structures, compensation plan design (base/commission/OTE), quota methodology, and the specific talent dynamics of hiring and retaining sales talent • Strong track record leading org design, workforce planning, and change management in a fast-paced, target-driven, high-growth environment • Excellent coaching skills with the credibility and presence to influence senior commercial leaders • Data-driven approach to HR — comfortable building and interpreting people analytics dashboards (attrition, ramp, productivity) to inform decisions • Sound judgment and experience navigating complex employee relations issues, including performance-based terminations; working knowledge of employment law • Experience partnering on incentive compensation design and annual compensation planning cycles • Exceptional communication, influencing, and relationship-building skills across all levels of the organization • Bachelor's degree required; advanced degree (MBA, HR, Organizational Psychology) or SHRM-SCP/SPHR certification a plus

📊 Check your resume score for this job

Improve your chances of getting an interview by checking your resume score before you apply.

Upload Resume