People Partner, GTM

About the Role

We're hiring an experienced People Partner to partner with our our Go-To-Market organization — Sales, Marketing, Partnerships and Revenue Operations. Success in this role comes from understanding the business deeply: what our GTM leaders are working toward, where they're stuck, and how a people lens can help them get unstuck. You'll run the core people programs well, and you'll spend just as much time on the ambiguous problems that don't come with a playbook.

What You'll Do

• Serve as an embedded, trusted strategic advisor to GTM leadership, maintaining deep business context — quota structures, pipeline dynamics, ramp curves — to bring people solutions framed in business terms rather than HR jargon.

• Proactively surface systemic risks and opportunities before they become urgent, and challenge leaders candidly on the right path forward, prioritizing the org's highest-leverage problems over the next 6–12 months rather than reacting to every request.

• Provide hands-on, near-daily coaching to managers and leaders — many of whom are new to the company or to people leadership — building the practical resources and frameworks they need to ramp quickly and lead well.

• Equip leaders to hire well, set clear expectations, deliver direct feedback, and navigate organizational change (reorgs, role changes, team splits) with clarity and care.

• Build and drive an effective new hire landing and onboarding experience tailored to GTM roles, so new employees and leaders ramp quickly in a fast-moving org.

• Launch and own a performance management approach suited to quota-carrying, customer-facing teams, rather than a copy-paste of a generic annual cycle.

• Drive employee experience initiatives — in-office events, offsites, and other moments that matter — chosen for real impact rather than a standard activity calendar.

• Partner with Recruiting to protect the talent bar, calibrating on role scope, leveling, and what "great" looks like for GTM roles.

• Use headcount, performance, attrition, and engagement data to flag where the bar may be slipping or talent density needs attention, proactively identifying top talent and flight risks to inform retention conversations.

• Manage employee relations within the GTM org with sound judgment — recommending pragmatic, business-appropriate resolutions and knowing when to coach, act, or escalate — while championing a strong GTM-specific culture that also reinforces company-wide values.

What We're Looking For

• 5–8 years of progressive HR experience, with meaningful time as an HRBP or People Partner supporting Sales, Marketing, or Customer Success organizations

• Genuine fluency in how GTM organizations operate, and the ability to speak that language directly with leaders — not translate everything into HR-speak

• Experience partnering with all levels of management, from VP+ leaders to frontline and first-time managers

• Strong, demonstrated judgment in employee relations — knowing when to coach, when to act, and when to escalate

• Highly analytical, first-principles mindset: comfortable using data to diagnose root causes, and building simple, scalable approaches over heavyweight process

• Experience coaching managers and new leaders directly and often — this is a high-touch, high-frequency part of the role

• Good judgment on when to build vs. when to flag upward to People Ops/COE — this role shapes and influences programs; it doesn't own building all of them end-to-end

• Excellent written and verbal communication, balancing nuance with directness to build trust and align stakeholders quickly

• Familiarity with GTM-specific compensation structures (commission plans, quota attainment, SPIFFs) and how they interact with core comp philosophy

Why Fireworks?

• Solve Hard Problems: Tackle challenges at the forefront of AI infrastructure, from low-latency inference to scalable model serving.