Principal HR Business Partner, GTM, Americas

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. 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. 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. g. under‑performance, plan changes, territory realignments), ensuring fair, consistent and timely processes.

Compensation

/ Rewards teams to interpret and operationalize sales

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.

and

Benefits

processes for your client groups, including market reviews, promotions, quota and incentive‑related decisions, and pay changes. g. reorganizations, new operating models, shifts in coverage/territories, adoption of AI tools and workflows, or changes in how GTM partners with other teams.

) 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.