People Business Partner, GTM

About Empathy

Empathy 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.

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 Partnership

• Partner closely with Sales, Marketing, Customer Success, and RevOps leaders to align people strategy with revenue goals
• Support org design and workforce planning to ensure the GTM organization is structured for scale and efficiency
• Act as a thought partner on team performance, capacity, territory design, and role clarity
• Use data to identify trends in attrition, performance, ramp time, and productivity across GTM teams

Performance & Productivity

• Drive performance management processes for GTM teams, including defining team specific competencies, calibration, and performance improvement plans
• Coach leaders on building a culture of accountability, high performance, and consistent execution
• Partner with leadership to identify and develop top GTM talent and address underperformance early and effectively reinforcing a culture of no surprises

Talent Development & Retention

• Support development of frontline managers and GTM leaders to increase leadership effectiveness
• Identify high-potential talent and build succession pipelines across revenue teams
• Partner with Talent Acquisition on GTM team headcount, recruitment and new hire onboarding
• Partner with L&D and leadership on targeted enablement for GTM skill-building

Compensation & 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 business
• Partner with leaders on incentive design effectiveness and alignment to business outcomes
• Help ensure clarity and fairness in quota, attainment, and performance frameworks

Employee Relations & Culture

• Provide guidance on employee relations matters with consistency, fairness, and strong judgment
• Reinforce a culture of urgency, ownership, and customer impact within GTM teams
• Act as a cultural connector between leadership intent and frontline execution

What We’re Looking For

• 6-8+ years of HRBP or People Partner experience, ideally supporting GTM / revenue organizations
• Strong experience working with Sales leadership and teams in a high-growth environment
• Deep understanding of revenue org dynamics (pipeline, quotas, ramp, attainment, productivity) based in the current market 
• Proven ability to coach senior leaders and frontline managers effectively
• Strong business acumen with a clear understanding of how people decisions impact revenue outcomes
• Comfortable operating in ambiguity and fast-changing environments
• High judgment, emotional intelligence, and ability to balance empathy with accountability
• Data-driven approach to diagnosing org health and performance
• Proven track record of supporting rigorous performance management with accountability, fairness and with an understanding of US employment practices.

Nice to Have

• Prior exposure to sales compensation, quota setting, or territory planning
• Experience in hypergrowth or post-funding scale phases
• Strong cross-functional partnership with Sales Ops / RevOps / Finance