People Business Partner, GTM

About EmpathyEmpathy is transforming the way families navigate life’s most difficult times - from the loss of a loved one to other major life transitions. By combining technology with compassionate human care, we bring clarity, comfort, and peace of mind when it matters most.We partner with leading employers, insurers, and financial institutions to deliver meaningful, human-centric support at scale. Today, Empathy supports over 50 million people across the US, Canada, and the UK.Backed by top-tier investors including General Catalyst, Index Ventures, Adams Street, Aleph and Entreé Capital. We've raised over $160 million to date, including a $72 million Series C, to expand our impact and scale our mission worldwide.In this role you will: We are seeking a strategic People Business Partner (PBP) to support our Go-To-Market (GTM) functions, including Business Development, Marketing and Customer Success In this role, you will act as a trusted advisor to GTM leaders, helping them build, scale, and sustain high-performing teams. You’ll play a critical role in driving revenue org effectiveness, leadership capability, and a strong performance culture in a fast-paced, high-growth environment. This role sits at the intersection of strategic HR and business success. Based in New York and onsite 3 days a week with all core business leaders, you’ll be located where the action is happening. This is the perfect opportunity for the right individual with a passion for people, who loves being a deeply embedded thought partner and sitting alongside the decision makers.What You’ll Do:GTM Business PartnershipPartner closely with Sales, Marketing, Customer Success, and RevOps leaders to align people strategy with revenue goalsSupport org design and workforce planning to ensure the GTM organization is structured for scale and efficiencyAct as a thought partner on team performance, capacity, territory design, and role clarityUse data to identify trends in attrition, performance, ramp time, and productivity across GTM teamsPerformance & ProductivityDrive performance management processes for GTM teams, including defining team specific competencies, calibration, and performance improvement plansCoach leaders on building a culture of accountability, high performance, and consistent executionPartner with leadership to identify and develop top GTM talent and address underperformance early and effectively reinforcing a culture of no surprisesTalent Development & RetentionSupport development of frontline managers and GTM leaders to increase leadership effectivenessIdentify high-potential talent and build succession pipelines across revenue teamsPartner with Talent Acquisition on GTM team headcount, recruitment and new hire onboardingPartner with L&D and leadership on targeted enablement for GTM skill-buildingCompensation & Incentives (in partnership with Comp/Finance)Support annual and ongoing compensation planning for GTM teams including incentive structures, variable roll out. Support compensation conversations helping the team navigate a compensation plan for a complex businessPartner with leaders on incentive design effectiveness and alignment to business outcomesHelp ensure clarity and fairness in quota, attainment, and performance frameworksEmployee Relations & CultureProvide guidance on employee relations matters with consistency, fairness, and strong judgmentReinforce a culture of urgency, ownership, and customer impact within GTM teamsAct as a cultural connector between leadership intent and frontline executionRequirements: What We’re Looking For6-8+ years of HRBP or People Partner experience, ideally supporting GTM / revenue organizationsStrong experience working with Sales leadership and teams in a high-growth environmentDeep understanding of revenue org dynamics (pipeline, quotas, ramp, attainment, productivity) based in the current market Proven ability to coach senior leaders and frontline managers effectivelyStrong business acumen with a clear understanding of how people decisions impact revenue outcomesComfortable operating in ambiguity and fast-changing environmentsHigh judgment, emotional intelligence, and ability to balance empathy with accountabilityData-driven approach to diagnosing org health and performanceProven track record of supporting rigorous performance management with accountability, fairness and with an understanding of US employment practices.Nice to HavePrior exposure to sales compensation, quota setting, or territory planningExperience in hypergrowth or post-funding scale phasesStrong cross-functional partnership with Sales Ops / RevOps / Finance