Principal HR Business Partner, GTM, Americas

Bloomreach is building the world’s premier agentic platform for personalization.We’re revolutionizing how businesses connect with their customers, building and deploying AI agents to personalize the entire customer journey. We're taking autonomous search mainstream, making product discovery more intuitive and conversational for customers, and more profitable for businesses. We’re making conversational shopping a reality, connecting every shopper with tailored guidance and product expertise — available on demand, at every touchpoint in their journey. We're designing the future of autonomous marketing, taking the work out of workflows, and reclaiming the creative, strategic, and customer-first work marketers were always meant to do. And we're building all of that on the intelligence of a single AI engine — Loomi AI — so that personalization isn't only autonomous…it's also consistent.From retail to financial services, hospitality to gaming, businesses use Bloomreach to drive higher growth and lasting loyalty. We power personalization for more than 1,400 global brands, including American Eagle, Sonepar, and Pandora. About the Role: We’re looking for an experienced HR Business Partner to support our Go‑to‑Market (GTM) organization in the Americas. The Principal HRBP will partner closely with GTM leaders and their leadership teams as a trusted advisor on all people‑related topics—org design, performance and talent, capability building, culture and AI‑enabled ways of working—as well as supporting people programs and initiatives. You’ll move comfortably between strategy and execution: shaping the long‑term people agenda for GTM while rolling up your sleeves to solve real‑time issues with leaders and teams. This role is based remotely in the USA and will work with distributed teams across time zones. Key Responsibilities: Partner with senior Sales & Marketing leaders to understand business and GTM strategy, and translate it into a clear people plan for the Americas GTM organization. Diagnose org health (structure, headcount mix, capability, engagement, ways of working) across GTM teams and propose data‑driven interventions. Support organizational design, restructures and workforce planning (e.g. team shape, IC/Manager mix, quota‑carrying vs. non‑quota roles, regional coverage, AI‑assisted roles) aligned to GTM and portfolio priorities. Act as a thought partner on culture, change management, leadership effectiveness, and how we build a strong, AI‑enabled GTM organization over time. Coach GTM leaders and managers to build high‑performing, healthy teams with strong focus on top talent retention, especially for quota‑carrying and revenue‑critical roles. Navigate the nuance of quota‑carrying roles and sales performance management (e.g. under‑performance, 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 day‑to‑day 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. Support annual compensation and benefits processes for your client groups, including market reviews, promotions, quota and incentive‑related decisions, and pay changes. Lead or co‑own people‑related transformation in GTM – e.g. reorganizations, new operating models, shifts in coverage/territories, adoption of AI tools and workflows, or changes in how GTM partners with 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. Use engagement feedback data from GTM teams—combined with performance and attainment insights—to co‑create action plans with leaders and track progress over time. Champion an inclusive, psychologically safe, high‑performance culture across GTM, helping teams experiment with AI and new ways of working while maintaining clarity, fairness and trust. Skills & Experience 8+ years of experience as an HR Business Partner (or similar) supporting senior leaders in a GTM or customer-facing organization Experience operating at equivalent level, influencing VP‑level 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 knowledge‑work environments (ideally GTM‑heavy organizations such as Sales, Marketing, or Customer‑facing teams). Demonstrated comfort working with sales compensation and quota‑carrying 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, relationship‑building 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 AI‑enabled and high‑change environments. Experience working with distributed or global teams across time zones. Experience supporting or driving AI‑enabled transformation (e.g. introducing new tools, skills, and ways of working across large teams). Familiarity with modern HR and GTM tech stacks (e.g. Bamboo or similar HRIS, Greenhouse or similar ATS, engagement tools, sales performance / incentive tools). Excited? Join us and transform the future of commerce experiences. The base salary range for this position is $140,000-$170,000, plus bonus & RSU's. The pay range actually offered will take into account a variety of potential factors considered in compensation, including but not limited to skills, qualifications, geographic location, accomplishments, experience, credentials, internal equity and business needs, and may vary from the range listed above. Regional benefits: Health care including medical, dental, and vision insurance 401k Plan with employer contribution #LI-AB1 More things you'll like about Bloomreach: Culture: A great deal of freedom and trust. At Bloomreach we don’t clock in and out, and we have neither corporate rules nor long approval processes. This freedom goes hand in hand with responsibility. We are interested in results from day one. We have defined our 5 values and the 10 underlying key behaviors that we strongly believe in. We can only succeed if everyone lives these behaviors day to day. We've embedded them in our processes like recruitment, onboarding, feedback, personal development, performance review and internal communication. We believe in flexible working hours to accommodate your working style. We work virtual-first with several Bloomreach Hubs available across three continents. We organize company events to experience the global spirit of the company and get excited about what's ahead. We encourage and support our employees to engage in volunteering activities - every Bloomreacher can take 5 paid days off to volunteer*. The Bloomreach Glassdoor page elaborates on our stellar 4.4/5 rating. The Bloomreach Comparably page Culture score is even higher at 4.9/5 Personal Development: We have a People Development Program -- participating in personal development workshops on various topics run by experts from inside the company. We are continuously developing & updating competency maps for select functions. Our resident communication coach Ivo Večeřa is available to help navigate work-related communications & decision-making challenges.* Our managers are strongly encouraged to participate in the Leader Development Program to develop in the areas we consider essential for any leader. The program includes regular comprehensive feedback, consultations with a coach and follow-up check-ins. Bloomreachers utilize the $1,500 professional education budget on an annual basis to purchase education products (books, courses, certifications, etc.)* Well-being: The Employee Assistance Program -- with counselors -- is available for non-work-related challenges.* Subscription to Calm - sleep and meditation app.* We organize ‘DisConnect’ days where Bloomreachers globally enjoy one additional day off each quarter, allowing us to unwind together and focus on activities away from the screen with our loved ones. We facilitate sports, yoga, and meditation opportunities for each other. Extended parental leave up to 26 calendar weeks for Primary Caregivers.* Compensation: Restricted Stock Units or Stock Options are granted depending on a team member’s role, seniority, and location.* Everyone gets to participate in the company's success through the company performance bonus.* We offer an employee referral bonus of up to $3,000 paid out immediately after the new hire starts. We reward & celebrate work anniversaries -- Bloomversaries!* (*Subject to employment type. Interns are exempt from marked benefits, usually for the first 6 months.) Excited? Join us and transform the future of commerce experiences! If this position doesn't suit you, but you know someone who might be a great fit, share it - we will be very grateful! Any unsolicited resumes/candidate profiles submitted through our website or to personal email accounts of employees of Bloomreach are considered property of Bloomreach and are not subject to payment of agency fees. #LI-Remote