Hybrid Director, HR Business Partnering – GTM

at SafetyCulture

• Job title: Director, HR Business Partnering – GTM
• Job type: Full Time
• Experience level: Lead
• Salary: Not specified
• Degree requirement: Professional Certificate
• Tech skills: PHP
• Location requirements: Hybrid, Sydney, Australia

About the role

• Director of HR Business Partnering at SafetyCulture focusing on GTM and Marketing across the globe. Driving organisational effectiveness and talent management in a high-growth tech environment.

Responsibilities

• Act as a trusted advisor to the Global Head of Sales, VP CX and CMO on all people, organisation and culture topics across GTM and Marketing globally.
• Translate GTM and Marketing strategy into people plans covering organisation design, workforce planning, capability, leadership and culture.
• Lead or support organisation design for GTM and Marketing (structures, roles, spans/layers) to enable scale, clarity and speed of execution.
• Use people, performance and business data to identify trends, diagnose root causes and recommend pragmatic, commercial solutions.
• Own the end‑to‑end people plan for GTM and Marketing in partnership with Talent Acquisition, Organisational Development and Compensation & Benefits.
• Support workforce planning for GTM and Marketing across all regions – defining critical roles, headcount, location mix and hiring priorities.
• Shape GTM and Marketing capability needs (e.g. enterprise sales, sales leadership, product marketing, demand generation, regional marketing) and partner with P&C CoEs to design and deliver relevant programs.
• Lead succession and talent reviews for GTM and Marketing, ensuring robust pipelines, development plans and mobility opportunities for critical roles.
• Coach leaders to lift the quality and consistency of performance management – goal setting, feedback, calibration and development.
• Partner with Compensation & Benefits and Revenue Operations to ensure incentive and commission plans for GTM are aligned to strategy, drive the right behaviours and are understood by leaders and ICs.
• Support leaders to build an inclusive, high‑performance culture aligned to SafetyCulture’s values, with particular focus on collaboration between Sales, Marketing and other functions.
• Use employee engagement insights to define and deliver targeted actions that improve retention and performance in GTM and Marketing.
• Provide one‑to‑one coaching and thought partnership to senior GTM and Marketing leaders, helping them navigate growth, change and complexity.
• Support leaders through change – e.g. new go‑to‑market motions, territory changes, new product launches, M&A integration – ensuring clarity, communication and people risk management.
• Build leadership capability in areas such as commercial acumen, leading distributed teams, coaching, feedback and performance management.
• Lead, coach and develop the Senior HRBPs in AMER, EMEA and PHP to deliver consistent, high‑quality HRBP support across all GTM regions.
• Create clear focus, operating rhythms and shared standards for the GTM HRBP team, aligned with the broader P&C strategy and practices.
• Role‑model strong collaboration with P&C CoEs (Talent, Compensation & Benefits, & People Operations) as well as other HRBPs.
• Ensure core people processes for GTM and Marketing (e.g. hiring, onboarding, transfers, performance, exits) are effective, simple and compliant in partnership with People Operations.
• Identify and manage people‑related risks in GTM and Marketing (e.g. conduct, performance, employment relations and role changes).
• Support leaders to navigate complex people matters in a way that is fair, values‑aligned and commercially sound, leveraging legal advice where required.

Requirements

• Significant HRBP experience (typically 10+ years) with deep exposure to fast‑paced, high‑growth, global organisations.
• Proven track record partnering with senior commercial leaders (Sales and/or Marketing), ideally including Executive/ELT‑level stakeholders.
• Experience supporting GTM organisations across multiple regions (e.g. AMER, EMEA, APAC) and working with distributed teams.
• Demonstrated success leading and developing HRBP or HR generalist teams, working across multiple legal jurisdictions and cultural differences, navigating complex people matters globally
• Strong exposure to organisation design, strategic workforce planning and change in a scaling environment.
• Building - processes, policies, implementing HR technology. Experience creating rather than tweaking what already exists.
• Strong knowledge and understanding of Australian employment law
• Strong business and commercial acumen – able to quickly understand GTM economics, funnels and drivers, and translate them into people priorities.
• Excellent stakeholder management and influencing skills, with the ability to challenge and support senior leaders in equal measure.
• Confident using data and insights (people, performance, financial) to inform decisions and measure impact.
• Depth in core HRBP domains: organisation design, talent management, performance, reward and employee relations.
• Skilled coach and facilitator, able to build leadership capability and drive alignment across diverse stakeholder groups.
• Comfortable operating across strategic thinking, hands‑on delivery and iteration in a fast‑moving environment.
• Technology & AI fluency: Comfortable leveraging (HR) technology and AI tools to enhance the quality and speed of HR delivery — whether interrogating people analytics platforms, streamlining workflows, creating agents, or applying AI-assisted insights to inform workforce decisions. Stays curious about emerging tools and actively explores how they can raise the bar for the HRBP function.
• Planning & organising: Manages competing priorities and complex, multi-region workstreams with clarity and discipline — setting clear plans, anticipating blockers and delivering consistently without losing sight of the bigger picture.
• Resilience & managing ambiguity: Maintains composure and effectiveness in the face of uncertainty, rapid change and competing demands — able to make sound decisions with incomplete information and help others do the same.
• Conflict resolution: Navigates tension and disagreement between stakeholders constructively — able to surface and work through conflict in a way that preserves relationships, builds trust and reaches workable outcomes.
• Driving accountability: Sets clear expectations with direct reports and business partners, follows through on commitments and creates a culture where people own their outcomes — balancing support with high standards.
• Communicating with impact: Structures and delivers clear, compelling narratives to senior commercial audiences — able to translate complex people topics into language that resonates with business leaders and drives action.
• Curiosity & learning agility: Rapidly absorbs new business context, asks sharp questions and continuously updates their thinking — bringing fresh perspectives to familiar problems and staying ahead of a fast-evolving GTM environment.

Benefits

• Equity with high growth potential, and a competitive salary
• Flexible working arrangements, we encourage you to create the best work blend while working from your home and the local SafetyCulture office
• Access to professional and personal training and development opportunities
• Hackathons, Workshops, Lunch & Learns
• We encourage involvement in the community, open source work, attending talks and events, and experimenting with new technologies
• In-house Culinary Crew serving up daily breakfast, lunch and snacks
• Barista coffee machine, craft beer on tap, boutique wines and a range of non-alcoholic beverages
• Wellbeing initiatives such as subsidised fitness programs, EAP services and generous parental leave policy
• Quarterly celebrations and team events, including our Shiplt global offsite
• On-site gym, table tennis, board games, books library, and pet-friendly offices