Senior HR Business Partner, Go-to-Market

Working at Atlassian

Atlassians can choose where they work whether in an office, from home, or a combination of the two. That way, Atlassians have more control over supporting their family, personal goals, and other priorities. We can hire people in any country where we have a legal entity.

About the Role

We're looking for an experienced HR Business Partner to support our GotoMarket organization, with a focus on Sales & Marketing.

You'll partner closely with Sales & Marketing leaders and their leadership teams as a trusted advisor on all peoplerelated topicsorg design, performance and talent, capability building, culture and AIenabled ways of workingas well as supporting people programs and initiatives. You'll move comfortably between strategy and execution: shaping the longterm people agenda for GTM and our AI transition, while rolling up your sleeves to solve realtime issues with leaders and teams.

This role is based in the USA / Canada and will work with distributed teams across time zones.

Key Responsibilities

Strategic partnership for Sales & Marketing

• Partner with senior Sales & Marketing leaders to understand business and GTM strategy, and translate it into a clear people plan.
• Diagnose org health (structure, headcount mix, capability, engagement, ways of working) across GTM teams and propose datadriven interventions, including where AI, automation, and tooling can shift how work gets done.
• Support organizational design, restructures and workforce planning (e.g. team shape, IC/Manager mix, quotacarrying vs. nonquota roles, regional coverage, AIassisted roles) aligned to GTM and portfolio priorities.
• Act as a thought partner on culture, inclusion, leadership effectiveness, and how we build strong, AIenabled Sales & Marketing organizations over time.

• Lead the performance and growth cycles for your client groups (goalsetting, feedback, calibration, rewards conversations) in line with our global frameworks, ensuring alignment with sales performance and incentive structures.
• Coach Sales & Marketing leaders and managers to build highperforming, healthy teams with strong succession pipelines, including for quotacarrying and revenuecritical roles.
• Partner with Talent Acquisition on senior hiring (e.g. regional Sales leaders, Marketing heads), role design, and assessment approaches that reflect our craft and leadership expectations, including AI literacy and datadriven decisionmaking.
• Use talent and performance data (including pipeline, quota attainment, and engagement insights) to identify capability gaps in areas like GTM strategy, execution, leadership, and crossfunctional collaboration, then recommend targeted development solutions.

• Navigate the nuance of quotacarrying roles and sales performance management (e.g. underperformance, plan changes, territory realignments), ensuring fair, consistent and timely processes.
• Partner with Sales Compensation / Rewards teams to interpret and operationalize sales compensation plans, helping leaders and managers understand how plan design, crediting and targets show up in daytoday leadership decisions.
• Coach managers to handle people issues early and well, building their leadership confidence and capability, especially in performance management and difficult conversations linked to incentives and targets.
• Ensure consistent, fair application of policies and practices across Sales & Marketing teams and regions.

• Support annual compensation and benefits processes for your client groups, including market reviews, promotions, quota and incentiverelated decisions, and pay changes.
• Interpret and apply HR policies and employment legislation in the US (and coordinate with local experts for other jurisdictions as needed); flag risks and propose options to leaders.
• Ensure HR data integrity, documentation and processes meet internal and legal requirements, including those related to variable compensation and incentive plans.

• Lead or coown peoplerelated transformation in GTM e.g. reorganizations, new operating models, shifts in coverage/territories, adoption of AI tools and workflows in Sales & Marketing, or changes in how GTM partners with Product and other teams.
• Partner with People CoEs (Talent, Rewards, DEI, Learning, etc.) and GTM Operations to roll out global programs and adapt them for the GTM and AI transformation context.
• Use engagement, pulse and feedback data from GTM teamscombined with performance and productivity insightsto cocreate action plans with leaders and track progress over time.
• Champion an inclusive, psychologically safe, highperformance culture across GTM, helping teams experiment with AI and new ways of working while maintaining clarity, fairness and trust.

• Significant experience as an HR Business Partner (or similar) supporting senior leaders in a complex, matrixed environment.
• Experience operating at equivalent level, influencing VPlevel stakeholders and navigating ambiguity with limited oversight.
• Strong grounding across core HR domains: org design, performance and talent management, employee relations, rewards, and change management.
• Demonstrated experience supporting or leading org design and change in knowledgework environments (ideally GTMheavy organizations such as Sales, Marketing, or Customerfacing teams).
• Demonstrated comfort working with sales compensation and quotacarrying populations (e.g. plan interpretation, performance management, alignment to org design and change).
• Comfortable using data (people metrics, performance and pipeline data, engagement, qualitative insights) to diagnose issues, connect them to compensation and performance, and influence decisions.
• Excellent stakeholder management, relationshipbuilding and communication skills; able to challenge constructively and build trust quickly.
• Proven track record of coaching leaders and managers to grow their people leadership capability, including in AIenabled and highchange environments.
• Experience working with distributed or global teams across time zones.

• Experience supporting or driving AIenabled transformation (e.g. introducing new tools, skills, and ways of working across large teams).
• Familiarity with modern HR and GTM tech stacks (e.g. Workday or similar HRIS, Greenhouse or similar ATS, engagement tools, sales performance / incentive tools).
• Professional HR qualification (e.g. SHRM or equivalent).