Senior human resources business partner, commercial

THE OPPORTUNITY

We are building a dedicated commercial HR capability outside the United States for the first time. Until now, HR support for our Sales, Marketing, and Customer Success populations across EMEA and Asia Pacific has sat within geographic HR structures that, by necessity, have defaulted to the larger non-commercial populations around them. The result is a commercial workforce that is underserved on the people matters that most directly affect their performance and retention.

This role changes that. As Senior HR Business Partner, Commercial — EMEA & Asia Pacific, you will be the named HR partner for all commercial employees across two regions — the first person in our history to hold this mandate. You will work in close partnership with our US-based Senior Director of HR Commercial, who partners directly with the CMO and Chief Revenue Officer, to build a consistent and high-quality HR experience for our revenue-generating population globally.

You will also serve as the HR lead for all employees in the United Kingdom — our largest single international market — giving you a home base of genuine density alongside your international mandate. If you are energized by operating at the intersection of commercial strategy and people leadership, building something from the ground up, and influencing senior executives through the quality of your thinking rather than the seniority of your title, this is your role.

WHAT YOU WILL OWN

Strategic business partnership

• Serve as the embedded HR advisor to VP and SVP-level leaders across Sales EMEA and Asia Pacific, Global Marketing, and Customer Success EMEA — translating commercial priorities into talent, organisational design, and people strategies with a global lens
• Build trusted, senior-level relationships across your client group; be the HR voice in commercial leadership conversations, not a back-office resource that gets called when something goes wrong
• Partner with the US Senior Director on global commercial HR initiatives to ensure EMEA and Asia Pacific perspectives shape the agenda, not just receive it

Performance and accountability

• Lead all performance management activity end-to-end across your population — coaching senior managers on performance conversations, designing and executing performance improvement plans, and driving timely and courageous decisions on underperformers
• Bring the same directness and commercial urgency to people decisions that your Sales and Marketing stakeholders bring to revenue decisions

Sales compensation partnership

• Consult on EMEA sales compensation planning cycles, bringing an HR perspective to incentive design, quota-setting conversations, and variable pay structures in partnership with Finance and Revenue Operations
• Be the person who understands how commission structures affect behaviour, retention, and fairness — and who can have that conversation credibly with a Sales VP

Organisational design and workforce planning

• Drive organisational effectiveness initiatives including team restructures, role design, and span of control reviews
• Partner with senior commercial leaders on headcount planning and workforce strategy — connecting hiring decisions to business outcomes, not just filling requisitions

UK HR lead — all functions

• Serve as the HR Business Partner for all employees in the United Kingdom (approximately 91 employees across commercial and non-commercial functions)
• Serve as primary subject matter expert for UK employment law and HR compliance, with working knowledge of key Western European jurisdictions including Germany, France, Spain, Denmark, and Austria
• Manage and develop one direct report — a UK-based HR Generalist who handles payroll coordination and day-to-day employee administration
• Own UK employee relations matters with sound judgment and appropriate urgency

Talent assessment and development

• Partner with commercial leaders on structured talent assessments; build visibility into high-potential populations and create differentiated development plans for the EMEA and Asia Pacific commercial organisation
• Own the talent narrative for your population — know who your best people are, what would make them leave, and what would make them stay

Employee relations — EMEA & Asia Pacific

• Own complex employee relations matters across Western Europe with rigour and commercial pragmatism; work proactively with regional HR leaders on matters involving commercial talent in the Middle East, Africa, and Asia Pacific
• Maintain active relationships with external employment law counsel across your key markets — you do not need to be a lawyer in 21 jurisdictions, but you need to know when to call one

WHAT WE ARE LOOKING FOR

• Bachelor's degree in Human Resources, Business, or a related field. CIPD qualification (Level 5 or above) or equivalent preferred, not required.
• 8–12 years of progressive HR experience with meaningful time supporting commercial, sales, or go-to-market populations. Multi-country EMEA experience required. Technology, information services, research, or advisory sector experience strongly preferred.
• Working knowledge of UK employment law; familiarity with Western European employment frameworks. Experience with HRIS platforms. Comfort with HR analytics and people data. Exposure to sales compensation structures and incentive design.
• Working knowledge of UK employment law; familiarity with Western European employment frameworks. Experience with HRIS platforms. Comfort with HR analytics and people data. Exposure to sales compensation structures and incentive design.
• Commercial fluency — you think in the same currency as your stakeholders. Directness and courage — you tell people what they need to hear. Cultural range — you build trust across geographies and functions. Intellectual curiosity.
• Approximately 10–15% international travel
• Remote first, UK based. Occasional travel to the London office and UK sales meetings as required.