Onetrust
Director, Human Resources - GTM & Sales
Onetrust, Atlanta, Georgia, United States, 30383
OneTrust unlocks the full potential of data and AI, securely and responsibly. Our platform enforces the secure handling of company data, empowering organizations to drive innovation responsibly while mitigating risks. With a comprehensive suite of solutions spanning data and AI security, privacy, governance, risk, ethics, and compliance, OneTrust enables seamless collaboration between data teams and risk teams to enable rapid and trusted innovation. Recognized as the market leader in trust, OneTrust boasts over 300 patents and serves more than 14,000 customers globally, ranging from industry giants to small businesses.The Challenge
The Director, HRBP, GTM is responsible for crafting and leading delivery of best in class people strategy and services to several groups in our Global Sales organization, including the Global Solution Engineer and Specialty Sales teams and the Americas Enterprise Sales organization.You will serve as a key partner and consultant with accountability to leaders of your client groups – all of whom report directly into Executive Team GTM leadership, and play a critical role in aligning business strategies with OneTrust human capital strategy to accelerate performance of the Sales organization. You will also be a key stakeholder and driver in the development and deployment of HR programs to the broader Go To Market organization.Your Mission
Strategic HR Leadership
Serve as a partner to leaders with both direct and indirect accountability for driving the growth of OneTrust revenue and brand across numerous verticals. Enable them to see multiple steps ahead, develop and implement people strategies and optimize their decision-making to achieve OneTrust’s growth goals through well-honed talent strategy.Leverage your knowledge of the business to partner with peers across Talent Acquisition, Talent Management, Compensation and People Services to continue to improve delivery of HR processes, talent management initiatives, recruiting strategies, organizational effectiveness activities, leader development, cultural initiatives, employee relations processes and more.Make the complex simple to drive clarity and efficiency in service delivery across matrixed HR functions to your business so that we show up as OneTeam.
Employee Relations
Serve as a trusted advisor to senior leaders and managers on all HR-related matters, providing guidance on employee relations, performance management, and organizational development.
Org Design and Workforce Planning
Own the relationship with partners in Finance and Sales Strategy & Operations in driving organizational design, org structure, compensation, attrition forecasting and other factors to help incorporate and drive industry best practices within the operational unit.Build on your data analytic experience with People and Financial data to derive insights and recommendations you can use to influence business outcomes for the better!
Initiative Leadership and Change Agency
Both lead and support design, development and deployment of organizational, talent, engagement and change initiatives driven both by the Sales and HR organizations.Facilitate or lead operating rhythms with key stakeholders, partnering to ensure coordination and execution with high velocity and quality.Define and drive key activities that prepare leaders to
lead
through change, equip managers to
support
change and enable employees to
understand
change.
Strategic Program Management
Lead and drive talent and culture activities, aligned to agendas of organizational change and transformation, scalable performance management, organizational effectiveness, succession planning, diversity and inclusion, career development, and leadership engagement - provide innovative solutions to human capital challenges.
HR Function Partnership and Alignment
Establish and maintain operational and tactical rigor to ensure successful execution of all People and Business activities to which you are aligned.Collaborate with internal customers, Operational leaders and HR Centers of Excellence to enable a unified approach to supporting business requirements for your client groups.
Role Modeling Adaptability and Resiliency:
You will operate in a scaling startup with tremendous momentum! This often means identifying needs we have not previously considered or had bandwidth to address and finding creative ways to get those needs met. It may mean putting down projects you’ve spent time on to address other, more impactful priorities. It may mean actively working to improve operating processes and practices along the way.You will need to develop and maintain your view of business drivers and activities at the 35,000 foot level while also diving into and often directly driving detailed operational deployment of both business and HR programs.This job description is
not
an exhaustive list of your future job duties and responsibilities – which is both the fun and the challenge ahead when you step into this role!
You Are
Flexible, calm and resilient through turbulence and uncertainty.Comfortable rolling up your sleeves and getting your hands dirty in both planning and execution activities.Able to adapt well to feedback and are strong on providing honest, well-tuned feedback to others.A person who defaults to transparency and is a clear, direct communicator.Naturally curious, analytical, always on the lookout for opportunities to improve our approach to our work, and the support of our clients.Able to ruthlessly prioritize and adept at managing multiple, competing deadlines and stakeholders.A born collaborator, looking for the shared win in your interactions.One with consistently strong attention to detail even when things are moving fast, and the patience to drive to the best possible outcome.Able to determine when it’s time to not let the great be the enemy of the good.Your Experience IncludesBachelor’s degree in related field or equivalent work experience.Advanced study in a related field or a track record of success in
both
scaled corporate settings and start-up environments is a big plus.10+ years of experience in Human Resources or related profession, with 5+ years as an HR Business Partner.Experience supporting Sales leaders at the VP/SVP level.Strong track record of partnering with COEs to deliver meaningful results to the business.Strong track record of establishing and growing trust relationships with operational partners to enable well-aligned support for your client groups.Demonstrated proficiency in supporting global teams in multiple HR functional areas including leadership coaching and development, employee relations, organizational development, talent strategy, compensation, performance management, program/process management, program management.For California, Colorado, Connecticut, Nevada, New York, Rhode Island, and Washington-based candidates: the annual base pay range for this role is listed below. Within this range, individual pay is determined by several factors, including location, job-related skills, work experience, and relevant education and/or training. This role may also be eligible for discretionary bonuses, equity, and/or commissions, as well as benefits.Salary Range: $165,000 — $247,500 USDWhere we Work
OneTrust embraces a hybrid working model. Our Working@ OneTrust initiative is our way of clarifying where we hire, how we work together, and where we’re located in that hybrid model.The underlying “why” for Working@ is that we are intentional about the culture that we want to create together. That includes bringing teams together, in-person, throughout the year to collaborate, build connections, learn from each other, and celebrate our wins to
Finish Stronger .We are committed to a
flexible
approach informed by a set of guiding principles. You’ll see that reflected in our worker designations: “Office-flex” and “Location-flex”.Office-flex:
Like a traditional hybrid model, OneTrust “Office-flex” employees may be asked to work in an office periodically if they are within a commutable distance to a OneTrust office. This includes coming into the office for our Company Kickoff, Company All Hands, and other larger company events. Beyond that, we give our leaders and teams the flexibility to set additional guidelines based on the nature of your role.Location-flex:
Similar to other companies’ remote policies, for OneTrust “Location-flex
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The Director, HRBP, GTM is responsible for crafting and leading delivery of best in class people strategy and services to several groups in our Global Sales organization, including the Global Solution Engineer and Specialty Sales teams and the Americas Enterprise Sales organization.You will serve as a key partner and consultant with accountability to leaders of your client groups – all of whom report directly into Executive Team GTM leadership, and play a critical role in aligning business strategies with OneTrust human capital strategy to accelerate performance of the Sales organization. You will also be a key stakeholder and driver in the development and deployment of HR programs to the broader Go To Market organization.Your Mission
Strategic HR Leadership
Serve as a partner to leaders with both direct and indirect accountability for driving the growth of OneTrust revenue and brand across numerous verticals. Enable them to see multiple steps ahead, develop and implement people strategies and optimize their decision-making to achieve OneTrust’s growth goals through well-honed talent strategy.Leverage your knowledge of the business to partner with peers across Talent Acquisition, Talent Management, Compensation and People Services to continue to improve delivery of HR processes, talent management initiatives, recruiting strategies, organizational effectiveness activities, leader development, cultural initiatives, employee relations processes and more.Make the complex simple to drive clarity and efficiency in service delivery across matrixed HR functions to your business so that we show up as OneTeam.
Employee Relations
Serve as a trusted advisor to senior leaders and managers on all HR-related matters, providing guidance on employee relations, performance management, and organizational development.
Org Design and Workforce Planning
Own the relationship with partners in Finance and Sales Strategy & Operations in driving organizational design, org structure, compensation, attrition forecasting and other factors to help incorporate and drive industry best practices within the operational unit.Build on your data analytic experience with People and Financial data to derive insights and recommendations you can use to influence business outcomes for the better!
Initiative Leadership and Change Agency
Both lead and support design, development and deployment of organizational, talent, engagement and change initiatives driven both by the Sales and HR organizations.Facilitate or lead operating rhythms with key stakeholders, partnering to ensure coordination and execution with high velocity and quality.Define and drive key activities that prepare leaders to
lead
through change, equip managers to
support
change and enable employees to
understand
change.
Strategic Program Management
Lead and drive talent and culture activities, aligned to agendas of organizational change and transformation, scalable performance management, organizational effectiveness, succession planning, diversity and inclusion, career development, and leadership engagement - provide innovative solutions to human capital challenges.
HR Function Partnership and Alignment
Establish and maintain operational and tactical rigor to ensure successful execution of all People and Business activities to which you are aligned.Collaborate with internal customers, Operational leaders and HR Centers of Excellence to enable a unified approach to supporting business requirements for your client groups.
Role Modeling Adaptability and Resiliency:
You will operate in a scaling startup with tremendous momentum! This often means identifying needs we have not previously considered or had bandwidth to address and finding creative ways to get those needs met. It may mean putting down projects you’ve spent time on to address other, more impactful priorities. It may mean actively working to improve operating processes and practices along the way.You will need to develop and maintain your view of business drivers and activities at the 35,000 foot level while also diving into and often directly driving detailed operational deployment of both business and HR programs.This job description is
not
an exhaustive list of your future job duties and responsibilities – which is both the fun and the challenge ahead when you step into this role!
You Are
Flexible, calm and resilient through turbulence and uncertainty.Comfortable rolling up your sleeves and getting your hands dirty in both planning and execution activities.Able to adapt well to feedback and are strong on providing honest, well-tuned feedback to others.A person who defaults to transparency and is a clear, direct communicator.Naturally curious, analytical, always on the lookout for opportunities to improve our approach to our work, and the support of our clients.Able to ruthlessly prioritize and adept at managing multiple, competing deadlines and stakeholders.A born collaborator, looking for the shared win in your interactions.One with consistently strong attention to detail even when things are moving fast, and the patience to drive to the best possible outcome.Able to determine when it’s time to not let the great be the enemy of the good.Your Experience IncludesBachelor’s degree in related field or equivalent work experience.Advanced study in a related field or a track record of success in
both
scaled corporate settings and start-up environments is a big plus.10+ years of experience in Human Resources or related profession, with 5+ years as an HR Business Partner.Experience supporting Sales leaders at the VP/SVP level.Strong track record of partnering with COEs to deliver meaningful results to the business.Strong track record of establishing and growing trust relationships with operational partners to enable well-aligned support for your client groups.Demonstrated proficiency in supporting global teams in multiple HR functional areas including leadership coaching and development, employee relations, organizational development, talent strategy, compensation, performance management, program/process management, program management.For California, Colorado, Connecticut, Nevada, New York, Rhode Island, and Washington-based candidates: the annual base pay range for this role is listed below. Within this range, individual pay is determined by several factors, including location, job-related skills, work experience, and relevant education and/or training. This role may also be eligible for discretionary bonuses, equity, and/or commissions, as well as benefits.Salary Range: $165,000 — $247,500 USDWhere we Work
OneTrust embraces a hybrid working model. Our Working@ OneTrust initiative is our way of clarifying where we hire, how we work together, and where we’re located in that hybrid model.The underlying “why” for Working@ is that we are intentional about the culture that we want to create together. That includes bringing teams together, in-person, throughout the year to collaborate, build connections, learn from each other, and celebrate our wins to
Finish Stronger .We are committed to a
flexible
approach informed by a set of guiding principles. You’ll see that reflected in our worker designations: “Office-flex” and “Location-flex”.Office-flex:
Like a traditional hybrid model, OneTrust “Office-flex” employees may be asked to work in an office periodically if they are within a commutable distance to a OneTrust office. This includes coming into the office for our Company Kickoff, Company All Hands, and other larger company events. Beyond that, we give our leaders and teams the flexibility to set additional guidelines based on the nature of your role.Location-flex:
Similar to other companies’ remote policies, for OneTrust “Location-flex
#J-18808-Ljbffr