Employee RelationsOrganizational DesignPeople Business PartneringTalent StrategyWorkforce Planning
Useful technologies
Google WorkspaceHiBob
Preferred qualifications
CertificationsSHRM-CP, PHR, SPHR
Original posting
ROLE: Senior People Business Partner LOCATION: United States - REMOTE
Salesloft is building the next era of enterprise revenue, one where teams make confident decisions powered by AI and real signals. By combining our scale, insights, and AI innovation, we're building the industry's first Predictive Revenue System, enabling humans and AI to work together to make smarter decisions and drive consistent growth.
With thousands of customers using our platforms every day, we have an unmatched view into how revenue is actually won: the Revenue Context that reveals what happens, when, and with what outcome. This gives us a unique opportunity to transform an entire category and set a new benchmark for how modern revenue teams operate.
Join us to help transform how companies around the world run revenue, and build the platform that will guide leading revenue teams into the future.
THE OPPORTUNITY
As a Senior People Business Partner (Senior PBP) aligned to our Customer organization, you are the strategic people advisor to its leaders, embedded deeply in the business as an integral partner in how the organization is built, led and grown. You independently own the people partnership for your function and the outcomes that come with it: the people strategy, the risk, and the quality of every program that touches your teams. Your time goes to advising, calibrating, and solving, and to spotting issues early and shaping values-aligned interventions before they become problems. You'll take on our most complex people matters, set the standard for how the PBP team works, and help develop partners earlier in their careers. You'll regularly partner with Talent Acquisition, Total Rewards, Benefits, Legal, and L&D.
WHAT YOU'LL DO
Embed in the business. Join your leaders' operating rhythm, including staff meetings, planning and reviews, so people strategy is part of how decisions get made. Learn the language, goals and metrics of the function you support and speak them fluently.
Own the partnership. Independently own embedded strategic partnership for your function. Identify employee relations and performance trends across functions, and shape proactive, values-aligned interventions before they become issues.
Talent strategy & workforce architecture. Partner closely with department leaders to design and execute forward-looking talent strategies, including workforce planning, organizational design, and succession planning.
Trusted advisor & coach. Act as a trusted partner to executives, directors, and front-line managers on team design, growth, and people decisions. Guide leaders at all levels through performance management cases, and build frameworks other partners can reuse.
Lead change. Provide expert guidance on large-scale change, including business transformation, rapid scaling, and restructuring. Consult on it, execute it, and build it as a repeatable system. Identify organization design issues leaders may miss and address the structural cause, not the symptom.
Lead calibration. Run talent calibration and review conversations for your entire population, lead promotion calibration, manage leadership communications, and make sure growth and development stay a priority for managers.
Drive engagement. Review engagement results with leaders at every level, align on action plans, and make sure they get done, including working directly with front-line managers.
Own employee relations. Lead our most complex employee relations matters, including investigations, recommended outcomes and terminations, with a focus on fairness, risk mitigation, and alignment with our values. Say the uncomfortable thing in the room when the data supports it, and coach other partners through their cases.
Evidence over ego. Analyze workforce trends and HRIS metrics to recommend data-driven action plans that improve engagement and retention. Build business cases for people initiatives in the function's own financial and operational terms. Bring data to every interaction and connect it to a narrative that gets people to move together. Seek and give feedback, and share lessons learned so the whole function improves.
Use AI with intent. Use AI tools in your daily work, advise on policy, privacy and ethical guardrails, and help shape how AI fits into our people strategy.
Partner with L&D. Use data to identify and drive learning and development opportunities, and build programs the business can scale without you in the room.
Mentor the team. Mentor and coach Associate and mid-level PBPs on employee relations, advisory skills and project delivery, and teach them to build a case for change from evidence rather than instinct.
Land people projects. Own and drive org-wide employee relations and performance projects and cross-team people projects, and make sure they are operationalized in the business, not only launched.
WHAT WE'RE LOOKING FOR
You're a credible, business-minded People Partner, embedded within the business, who can build trust with a front-line manager and a senior executive on the same day. You give candid advice, balance empathy with sound judgment, and make good decisions under pressure. You're sought out before major decisions because your recommendations are built around what leaders and employees actually experience. You've done this at depth before and you want to be the person others on the team learn from. You also delegate well and are comfortable with a model that separates strategic ownership from administration. Modeling and upholding our five values (Move as One, Evidence Over Ego, Lead from the Front, Make Your Mark, Customer Inspired) is expected at every level. If you want to learn more, do more, and become more, this role offers real scope and visibility.
THE TEAM
Our PBPs and Shared Services work as one team on a shared goal, and each role has clear ownership. We are results-oriented and warm, we take on hard problems together, and we hold ourselves to a high bar for accountability, empathy and execution.
QUALIFICATIONS
Required:
6+ years of progressive HR experience, including 4+ years as an HR Business Partner or equivalent supporting a technology or SaaS organization.
Experience partnering with department leaders on workforce planning, organizational design, and succession planning.
Strong ability to advise leaders from directors to the executive team on team design, growth, and people decisions, and to shape people strategy across functions.
Proven record leading leaders through large-scale organizational change, including business transformation, rapid scaling, or restructuring.
Experience guiding leaders through complex performance management cases and building frameworks others reuse.
Facilitation experience running talent and promotion calibration, and reinforcing growth and development with managers.
Demonstrated depth in employee relations: leading complex investigations, recommending outcomes, and executing terminations, with a focus on fairness, risk mitigation, and alignment with company values.
Experience analyzing engagement and workforce data, building business cases, and driving action plans through completion.
Experience mentoring or coaching other HR practitioners.
Hands-on use of AI tools in your work, and sound judgment on policy, privacy and ethical risk.
Excellent written and verbal communication, sound judgment, and discretion with confidential information.
Preferred:
Experience supporting Customer Success, Support, or Services teams, or Sales teams
Experience with HiBob or a similar HRIS, plus Google Workspace.
Experience with global mobility, supporting teams internationally, engagement survey action planning, or high-growth and private-equity-backed environments.
HR certification (SHRM-CP/SCP, PHR/SPHR).
HIRING PROCESS & AI TRANSPARENCY We may utilize artificial intelligence (AI) tools to augment specific phases of our hiring process, including application review, resume analysis, notetaking, or response summarization. These tools are designed strictly to assist our recruitment team and will never replace human judgment; all final hiring decisions are made entirely by people. If you require more information regarding how your data is processed, or if you prefer to opt out of any AI-assisted tools, please notify your recruiter. Opting out will not negatively impact your candidate experience or overall consideration.
AUTHENTICITY VERIFICATION Please note that all official communication regarding job opportunities at Salesloft will exclusively originate from an @salesloft.com email address. If you receive messages on LinkedIn or other external job platforms claiming to represent Salesloft, they may not be legitimate. To verify the authenticity of any job-related communication, please visit our official Careers Page.
BENEFITS & PERKS Explore our comprehensive range of benefits at salesloftbenefits.com.
#LI-REMOTE
It is Salesloft’s intent to pay all Lofters competitive wages and salaries that are motivational, fair and equitable. The goal of Salesloft’s compensation program is to be transparent, attract potential employees, meet the needs of all current employees and encourage employees to stay with our organization.
Actual compensation packages are based on several factors that are unique to each candidate, including but not limited to skill set, depth of experience, certifications, and specific work location.
The total compensation package for this position may also include performance bonus, benefits and/or other applicable incentive compensation plans.