HR Business Partner – Sales

Forward Networks, Inc.

. Serve as a trusted strategic advisor to Sales senior leadership, providing coaching and counsel on organizational design, territory/quota structure, workforce planning, and leadership effectiveness .

Posted 11/2/2026full-timeRemote • United StatesSeniorLead💰 $210,000 - $265,000 per yearWebsite

Core Competencies

Role fit

Core Competencies

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Demonstrates expertise in HR Business Partnering with a focus on Sales, including organizational design, talent management, and compensation planning. Utilizes data-driven insights to enhance workforce effectiveness and drive diversity, equity, and inclusion initiatives.

Highest-signal resume keywords

HR Business Partner ExperienceSales Organizational StructuresChange ManagementCoaching SkillsPeople Analytics

ATS Keywords

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Applicant Tracking System Keywords

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Hard Skills

Organizational DesignTalent ManagementCompensation Plan DesignWorkforce PlanningQuota MethodologyPerformance ManagementSuccession PlanningData AnalysisEmployee RelationsPerformance Improvement Plans

Soft Skills

CoachingInfluencingRelationship BuildingCommunicationJudgment

Tools & Technologies

People Analytics Dashboards

Certifications & Qualifications

SHRM-SCPSPHR

Industry Keywords

Sales Talent DynamicsDiversity and InclusionQuota CarryingHigh-Growth EnvironmentM&A Integration

About the role

Key responsibilities & impact

Serve as a trusted strategic advisor to Sales senior leadership, providing coaching and counsel on organizational design, territory/quota structure, workforce planning, and leadership effectiveness
Partner with sales leaders to translate revenue targets and go-to-market strategy into people strategies, including org design, span of control, and role architecture as the sales org scales or restructures
Lead full-cycle talent management for the client group: performance management, calibration, succession planning, promotion processes, and career pathing tailored to sales career ladders
Use data and analytics to diagnose organizational health and recommend proactive interventions
Partner closely with Talent Acquisition on sales-specific hiring strategy, headcount planning, and workforce composition
Lead or co-lead org design and change management efforts tied to territory realignments, reorganizations, M&A integration, or new market/segment launches
Coach sales managers and directors on leadership skills, performance conversations, managing underperformance, and team motivation
Partner with Compensation on commission plan design, quota setting implications, and annual compensation planning cycles
Own employee relations matters, including performance improvement plans and terminations tied to quota non-attainment
Champion diversity, equity, and inclusion initiatives for diverse sales teams
Partner cross-functionally with Talent Acquisition, Legal, and Sales Enablement to design and deliver revenue-organization programs
Act as a culture carrier, reinforcing high performance, accountability, and inclusion

Requirements

What you’ll need

7–10+ years of progressive HR Business Partner experience, with a significant portion spent directly supporting Sales, Revenue, or other quota-carrying/commission-based client groups
Proven experience operating at a senior level, partnering directly with CRO, VP, and Director-level sales leaders
Deep understanding of sales organizational structures, compensation plan design (base/commission/OTE), quota methodology, and the specific talent dynamics of hiring and retaining sales talent
Strong track record leading org design, workforce planning, and change management in a fast-paced, target-driven, high-growth environment
Excellent coaching skills with the credibility and presence to influence senior commercial leaders
Data-driven approach to HR — comfortable building and interpreting people analytics dashboards (attrition, ramp, productivity) to inform decisions
Sound judgment and experience navigating complex employee relations issues, including performance-based terminations; working knowledge of employment law
Experience partnering on incentive compensation design and annual compensation planning cycles
Exceptional communication, influencing, and relationship-building skills across all levels of the organization
Bachelor's degree required; advanced degree (MBA, HR, Organizational Psychology) or SHRM-SCP/SPHR certification a plus