Owns the people and talent agenda for go-to-market teams, partnering with senior Revenue and Marketing leaders. Responsibilities include organizational design, talent management, employee relations, performance and compensation planning, sales incentives, engagement, headcount budgeting, and collaboration on hiring and development. The role requires UK employment law knowledge, commercial fluency, data judgment, AI fluency, and strong coaching and stakeholder-management skills.
Senior People Business Partner - GTM
Location: LondonOffice requirement: Minimum 2 days in the office
Employment type: Permanent
As our Senior People Business Partner you’ll:
Report to the VP, People and Culture, and partner closely with our Chief Revenue Officer, Chief Marketing Officer and their senior leaders to own the talent agenda for our Go-To-Market (GTM) teams, translating the business and People & Culture (P&C) strategy into an impactful plan that drives business growth, high performance, engagement and inclusion.
You’ll:
- Develop a deep understanding of Revenue and Marketing, collaborating with your business leaders to translate commercial strategy (growth targets, territory changes, GTM shifts) into people plans that deliver growth, efficiency, engagement and inclusion.
- Use internal and external data insights to proactively identify strategic and operational opportunities and address challenges, connecting the dots and influencing key business and talent decisions relating to org design and talent management (including performance, reward, recognition and growth).
- Provide consultation and coaching for leaders and managers on performance, talent development and employee relations, aligning to the GWI approach.
- Support compensation design specific to sales roles (OTE structures, commission plans, territory/quota-linked incentives) in partnership with Finance.
- Champion culture and engagement initiatives adapted to the realities of a target-driven environment.
- Drive performance management tailored to sales, quota attainment, ramp time, pipeline metrics, alongside broader frameworks.
- Partner with Talent Acquisition and Learning and Development on sales hiring plans, talent mobility and skill development, ensuring quality of hire and speed-to-productivity to drive a skills first approach.
- Lead cyclical processes for your business area including performance, compensation, headcount planning and budgeting, in partnership with Finance.
- Proven senior people business partnering experience, with direct exposure to Sales, Revenue, or another quota-carrying commercial functions, in a progressive Tech global environment.
- Comfortable with ambiguity and pace, commercial teams move fast, and priorities shift with the pipeline.
- Strong employee relations and UK employment law knowledge, with a practical, pragmatic approach to policy application.
- Commercial fluency - understands how value is created, for our customers and for our business, and uses that knowledge to drive smarter decisions, stronger performance, and sustainable growth.
- Data judgement - able to critically evaluate, interpret, and apply data to make sound, informed decisions.
- AI fluency - collaborates with AI effectively, ethically, and safely, using it as a thinking partner to solve problems. Stays curious about its evolving capabilities and limits, without losing sight of human judgement.
- Proactive problem-solver - identifies challenges, understands their root causes and develops practical, effective solutions. Thinks critically using data and insights to guide decisions and approaches problems with curiosity and creativity.
- Emotionally intelligent - understands own emotions and impact, reads the room accurately, and uses this insight to communicate clearly, handle challenge well, and build strong, psychologically safe working relationships, especially when things are difficult, fast-moving, or high-stakes.
- Good management skills with an ability to role model high standards at a team, department and company level.
- A growth mindset - sees challenges, obstacles and failures as opportunities to develop themselves further. Able to push self forward and go above and beyond what is expected.
What We Offer 🧘
At GWI, you’ll find meaningful work, visible impact, and a culture that empowers you to do your best. Our package includes:
- Time to recharge – 25 days’ annual leave, plus office closures over the holidays.
- Health & wellbeing – Health cash plan, enhanced family benefits, carer days, and mental health support.
- Financial benefits – Competitive salary, 4% pension matching, and recognition programs that celebrate success.
- Flexibility & balance – Flexitime, early Friday finishes, hybrid and remote options, plus a “work from home” budget.
- Career growth – Accredited learning, leadership development, and global career mobility.
- Community & impact – DE&I initiatives, volunteering opportunities, donation matching, and payroll giving.
Put all that together and GWI is the friendliest, most fulfilling place any of us has ever worked.
Diversity, Equity & Inclusion 🫶
Diversity is fundamental to who we are—as a data company and as a workplace. Our data reflects global realities, and so must our teams. We strive to build a workforce as diverse and inclusive as the insights we deliver.
As a Disability Confident employer, we welcome applications from disabled candidates and are committed to making adjustments throughout the hiring process—whether that's extra time, materials in advance or a different format, breaks, an adjusted interview format, assistive tools, or flexible scheduling. We're happy to discuss whatever would work best for you.
We actively encourage applications from underrepresented and marginalised communities.
At GWI, you'll find a place to contribute meaningfully, grow professionally, and belong fully.
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GWI London, England Office
25 Farringdon Street, London, United Kingdom, EC4A 4AB
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