Senior People and Culture Business Partner

The Role

The Senior People & Culture Business Partner is a strategic advisor and trusted coach to leaders, driving people strategies that accelerate revenue growth, strengthen customer impact, and scale high-performing commercial teams across Versaterm.

This role works in deep partnership with Sales, Marketing, Customer Success, and Revenue Operations leadership to design and execute people strategies aligned to pipeline growth, market expansion, and customer retention objectives.

This role brings deep expertise in organizational design, leadership capability, performance enablement, and change management within high-growth commercial environments. You will lead efforts to translate GTM strategy into integrated people plans that enable agility, accountability, and measurable business results.

As a senior member of the People & Culture team, this role influences decision-making through data-driven insights and ensures alignment with Versaterm’s cultural principles.

What You Do

• Partner with GTM senior leaders to diagnose organizational needs and design scalable people strategies that drive revenue growth, customer retention, and market expansion.
• Align workforce planning with pipeline forecasts, territory design, market expansion strategies, and capacity models to ensure the right talent is in place to achieve commercial targets.
• Lead complex cross-functional initiatives impacting GTM functions, such as sales org design, compensation structure alignment, M&A integration, go-to-market restructuring, or talent planning across multiple revenue teams.
• Provide strategic coaching to commercial leaders on performance management, leadership effectiveness, team engagement, and building high-performing, accountable sales and customer teams.
• Use people analytics, engagement data, attrition trends, and performance metrics (e.g., quota attainment, ramp time, retention) to inform strategic recommendations and measure impact.
• Partner closely with COEs (Talent Development, Talent Acquisition, Total Rewards) to design programs tailored to GTM needs, including incentive plan alignment, sales leadership development, and strategic hiring for growth markets.
• Lead change management strategies that support evolving GTM models, ensuring alignment between commercial priorities, culture, and people practices.
• Support annual compensation planning, performance cycles, and talent reviews with a focus on pay-for-performance, fairness, transparency, and future leadership pipeline.