Senior People Business Partner

ROLE: Senior People Business Partner

LOCATION: United States - REMOTE

This is a fully remote opportunity and can be worked from any location in the United States.

ABOUT THE COMPANY:

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.

THE OPPORTUNITY:

• 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...