HR Business Partner

What you will do

Partner with GTM leaders as a strategic thought partner on org design, performance, and people decisions. Come to every conversation with facts, a point of view, and a recommendation.

Turn people data into decisions: synthesise org structure, attrition, engagement, and performance into the clear, simple recommendation a leader needs to act

Manage the full ER case load for your portfolio with care and resolution focus: from early coaching conversations with managers through to complex cases. Actively reduce volume over time by building manager capability to address issues early.

Work alongside the full People team on cross-functional priorities, programs, initiatives, and the quarterly goals that move the needle for Sonar as a whole

Run org design and workforce planning conversations with leaders: what-if scenarios, succession gaps, structural tensions, bring the options and a view, not just the analysis.

Partner daily with HR Operations so the tactical gets handled and your time stays where it creates the most value.

Use AI tools to reduce manual effort on recurring tasks like building your own agents, comms drafts, meeting prep, and basic analysis so your capacity goes to strategic partnering.

Working with our leadership on creative ways to attract, develop and keep our GTM team engaged. You will be in the driving seat to design those solutions.

Experience and qualifications

5+ years experience as HRBP or senior People Partner role, with direct experience supporting a GTM or commercial organisation in a high-growth B2B SaaS or technology company.

Strong understanding of the GTM environment: quota cycles, sales leadership dynamics, and what it takes to attract, develop, and retain revenue-generating talent in a competitive market.

Strong ER experience and judgment, the ability to assess risk accurately, carry difficult conversations with clarity and care, and know when to slow down even when the business is pushing to move fast.

Org design thinking: you can look at a team structure, spot the tension points (spans, role clarity, succession gaps), and bring recommendation.

Be a direct, trusted communicator: you de-complexify corporate narrative into guidance people can actually use. Leaders bring you their hardest problems because they know you’ll be straight with them.

Thinking outside of the box and creating ad-hoc solutions and resources to scale processes and management capability.

Be data literate and AI fluent: you synthesise inputs across attrition, engagement, and performance into the simple, actionable insight a leader needs.

Be accountable: you do not forward data, defer to policy, or escalate without a recommendation. You own the call, the narrative, and the follow-through.

Be proactive: you spot people risks before they become problems and bring a proposal, not just a flag.