SafetyCulture

Director, HR Business Partnering – GTM

SafetyCulture

full-time

Posted on:

Location Type: Hybrid

Location: Sydney • Australia

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Job Level

Lead

Tech Stack

PHP

About the role

  • Act as a trusted advisor to the Global Head of Sales, VP CX and CMO on all people, organisation and culture topics across GTM and Marketing globally.
  • Translate GTM and Marketing strategy into people plans covering organisation design, workforce planning, capability, leadership and culture.
  • Lead or support organisation design for GTM and Marketing (structures, roles, spans/layers) to enable scale, clarity and speed of execution.
  • Use people, performance and business data to identify trends, diagnose root causes and recommend pragmatic, commercial solutions.
  • Own the end‑to‑end people plan for GTM and Marketing in partnership with Talent Acquisition, Organisational Development and Compensation & Benefits.
  • Support workforce planning for GTM and Marketing across all regions – defining critical roles, headcount, location mix and hiring priorities.
  • Shape GTM and Marketing capability needs (e.g. enterprise sales, sales leadership, product marketing, demand generation, regional marketing) and partner with P&C CoEs to design and deliver relevant programs.
  • Lead succession and talent reviews for GTM and Marketing, ensuring robust pipelines, development plans and mobility opportunities for critical roles.
  • Coach leaders to lift the quality and consistency of performance management – goal setting, feedback, calibration and development.
  • Partner with Compensation & Benefits and Revenue Operations to ensure incentive and commission plans for GTM are aligned to strategy, drive the right behaviours and are understood by leaders and ICs.
  • Support leaders to build an inclusive, high‑performance culture aligned to SafetyCulture’s values, with particular focus on collaboration between Sales, Marketing and other functions.
  • Use employee engagement insights to define and deliver targeted actions that improve retention and performance in GTM and Marketing.
  • Provide one‑to‑one coaching and thought partnership to senior GTM and Marketing leaders, helping them navigate growth, change and complexity.
  • Support leaders through change – e.g. new go‑to‑market motions, territory changes, new product launches, M&A integration – ensuring clarity, communication and people risk management.
  • Build leadership capability in areas such as commercial acumen, leading distributed teams, coaching, feedback and performance management.
  • Lead, coach and develop the Senior HRBPs in AMER, EMEA and PHP to deliver consistent, high‑quality HRBP support across all GTM regions.
  • Create clear focus, operating rhythms and shared standards for the GTM HRBP team, aligned with the broader P&C strategy and practices.
  • Role‑model strong collaboration with P&C CoEs (Talent, Compensation & Benefits, & People Operations) as well as other HRBPs.
  • Ensure core people processes for GTM and Marketing (e.g. hiring, onboarding, transfers, performance, exits) are effective, simple and compliant in partnership with People Operations.
  • Identify and manage people‑related risks in GTM and Marketing (e.g. conduct, performance, employment relations and role changes).
  • Support leaders to navigate complex people matters in a way that is fair, values‑aligned and commercially sound, leveraging legal advice where required.

Requirements

  • Significant HRBP experience (typically 10+ years) with deep exposure to fast‑paced, high‑growth, global organisations.
  • Proven track record partnering with senior commercial leaders (Sales and/or Marketing), ideally including Executive/ELT‑level stakeholders.
  • Experience supporting GTM organisations across multiple regions (e.g. AMER, EMEA, APAC) and working with distributed teams.
  • Demonstrated success leading and developing HRBP or HR generalist teams, working across multiple legal jurisdictions and cultural differences, navigating complex people matters globally
  • Strong exposure to organisation design, strategic workforce planning and change in a scaling environment.
  • Building - processes, policies, implementing HR technology. Experience creating rather than tweaking what already exists.
  • Strong knowledge and understanding of Australian employment law
  • Strong business and commercial acumen – able to quickly understand GTM economics, funnels and drivers, and translate them into people priorities.
  • Excellent stakeholder management and influencing skills, with the ability to challenge and support senior leaders in equal measure.
  • Confident using data and insights (people, performance, financial) to inform decisions and measure impact.
  • Depth in core HRBP domains: organisation design, talent management, performance, reward and employee relations.
  • Skilled coach and facilitator, able to build leadership capability and drive alignment across diverse stakeholder groups.
  • Comfortable operating across strategic thinking, hands‑on delivery and iteration in a fast‑moving environment.
  • Technology & AI fluency: Comfortable leveraging (HR) technology and AI tools to enhance the quality and speed of HR delivery — whether interrogating people analytics platforms, streamlining workflows, creating agents, or applying AI-assisted insights to inform workforce decisions. Stays curious about emerging tools and actively explores how they can raise the bar for the HRBP function.
  • Planning & organising: Manages competing priorities and complex, multi-region workstreams with clarity and discipline — setting clear plans, anticipating blockers and delivering consistently without losing sight of the bigger picture.
  • Resilience & managing ambiguity: Maintains composure and effectiveness in the face of uncertainty, rapid change and competing demands — able to make sound decisions with incomplete information and help others do the same.
  • Conflict resolution: Navigates tension and disagreement between stakeholders constructively — able to surface and work through conflict in a way that preserves relationships, builds trust and reaches workable outcomes.
  • Driving accountability: Sets clear expectations with direct reports and business partners, follows through on commitments and creates a culture where people own their outcomes — balancing support with high standards.
  • Communicating with impact: Structures and delivers clear, compelling narratives to senior commercial audiences — able to translate complex people topics into language that resonates with business leaders and drives action.
  • Curiosity & learning agility: Rapidly absorbs new business context, asks sharp questions and continuously updates their thinking — bringing fresh perspectives to familiar problems and staying ahead of a fast-evolving GTM environment.
Benefits
  • Equity with high growth potential, and a competitive salary
  • Flexible working arrangements, we encourage you to create the best work blend while working from your home and the local SafetyCulture office
  • Access to professional and personal training and development opportunities
  • Hackathons, Workshops, Lunch & Learns
  • We encourage involvement in the community, open source work, attending talks and events, and experimenting with new technologies
  • In-house Culinary Crew serving up daily breakfast, lunch and snacks
  • Barista coffee machine, craft beer on tap, boutique wines and a range of non-alcoholic beverages
  • Wellbeing initiatives such as subsidised fitness programs, EAP services and generous parental leave policy
  • Quarterly celebrations and team events, including our Shiplt global offsite
  • On-site gym, table tennis, board games, books library, and pet-friendly offices
Applicant Tracking System Keywords

Tip: use these terms in your resume and cover letter to boost ATS matches.

Hard Skills & Tools
HRBP experienceorganisation designstrategic workforce planningtalent managementperformance managementemployee relationscommercial acumendata analysiscoachingchange management
Soft Skills
stakeholder managementinfluencing skillsplanning and organisingresilienceconflict resolutiondriving accountabilitycommunicating with impactcuriositylearning agilityleadership capability building