Director, Global People Business Partner - Go-to-Market

About the role

DDN is looking for a Director, HR Business Partner - Go-to-Market to partner directly with the President and Chief Revenue Officer and their leadership team spanning Sales, Marketing and the broader commercial organization. The role owns the people and organizational agenda for GTM and sits within its leadership team. It is US-based, but requires thinking globally and working closely with People leaders across regions.

Key responsibilities

• Partner with GTM leadership on organization design, workforce planning, talent strategy, leadership capability and investment priorities.
• Own performance and employee relations end-to-end, including early identification of underperformance, setting expectations, giving direct feedback and handling complex employee relations matters with Legal and regional People teams.
• Help leaders decide on structure, roles, spans and layers, and where to build, buy, develop or reorganize talent.
• Lead talent reviews, succession and critical-talent discussions, and coach executives and managers through growth, change and difficult talent decisions.
• Help build global People programs such as performance management, onboarding, manager enablement and talent reviews.
• Turn strategy into execution by breaking complex problems into workstreams and driving them to completion.
• Partner with regional People leaders and with Talent Acquisition, Compensation, People Operations and regional teams to connect the organization.

Required profile

• Significant experience as a senior HR Business Partner or People Partner, ideally supporting Sales, Marketing, Revenue or another complex Go-to-Market organization.
• Track record as a thought partner to senior executives and a contributor to leadership teams.
• Experience owning performance and employee relations matters from diagnosis through resolution.
• Experience in high-growth, transformation or 0 to 1 / 1 to 2 environments.
• Meaningful global experience and ability to partner with regional People teams.

Required skills

• Organization design, talent strategy, performance management and employee relations.
• Ability to move from executive-level strategy to hands-on execution.
• Strong judgment and the confidence to respectfully challenge senior leaders.