SlipstreamJobs tracks this role from the company's public career site. Apply directly on the employer's site.
Chainalysis is seeking a Director, HR Business Partner for its Go-To-Market organization. This is a high-impact individual contributor role at the Director level—you will not manage a team but will operate with the authority, judgment, and executive presence of a senior leader.
You will own the full scope of people strategy for GTM end-to-end: organizational design, talent planning, performance management, employee relations, and change management. You are the single point of accountability for translating business priorities into people initiatives that accelerate revenue growth.
Key responsibilities include:
**Drive GTM People Strategy**: Own and execute end-to-end people strategy for Sales, Sales Engineering, Customer Success, Partnerships, and Revenue Operations. Partner directly with the COO, CRO, and CCO to align talent priorities with revenue targets. Lead organizational design efforts to ensure GTM structure scales efficiently, proactively identifying gaps and optimization opportunities. Develop workforce planning strategies that anticipate hiring needs, succession gaps, and capability builds.
**Talent Management & Performance**: Drive a rigorous, outcomes-based performance management culture across GTM. Lead talent review and calibration processes, building robust succession plans for critical revenue-facing roles. Design and implement GTM-specific retention strategies focused on high-impact sellers and technical sales talent. Coach GTM managers on leadership development and team effectiveness.
**Compensation & Incentives**: Partner with Revenue Operations and Total Rewards to design GTM compensation structures, including variable pay, sales incentive plans, SPIFs, and quota-setting frameworks. Analyze compensation competitiveness in sales and GTM talent markets. Lead GTM-specific people programs including onboarding, ramp-time optimization, and engagement initiatives.
**Change Management & Employee Relations**: Drive change management initiatives with urgency—territory realignments, org restructures, RIF planning, M&A integration. Serve as primary point of contact for employee relations matters, handling complex situations with sound judgment and discretion. Navigate ambiguity with confidence, making decisions with imperfect information and course-correcting quickly.
**Cross-Functional Partnerships**: Build trust-based relationships with GTM executives. Collaborate with Talent Acquisition on aggressive hiring plans. Partner with broader People team on compliance and policy.
This role demands an execution-oriented leader who doesn't wait for direction, moves fast, takes risks, and brings relentless focus on outcomes. You thrive in high-growth, high-change environments and are energized by the pace and complexity of a scaling GTM organization. Your opinion matters—bring data, recommendations, and a point of view to every leadership conversation.
