Senior HR Business Partner - Sales, Marketing & Performance

The Opportunity

Recurly is at an inflection point in its growth. As we continue to scale revenue growth globally and mature how we operate, we’re hiring a Senior HR Business Partner to play a critical dual role:

This role combines senior GTM HR partnership with enterprise-wide ownership of performance and engagement — the scope is intentionally broader than a traditional HRBP role.

This is a high-impact, highly visible role reporting directly to the CHRO, designed for a hands-on, commercially minded HR leader who thrives in growth-stage environments and enjoys building pragmatic people systems that leaders actually use.

You will serve as a trusted advisor to leaders across Sales and Marketing, supporting teams that include AEs, SDRs, Rev Ops, Product Marketing, Demand Generation, Brand, and Communications.

Key responsibilities include:

• Partner closely with Sales and Marketing leaders to translate business priorities into people strategies that drive performance and growth.
• Coach senior leaders and managers on org design, role clarity, performance expectations, talent decisions, and change management.
• Support workforce planning, succession planning, and team scaling in line with GTM strategy.
• Provide hands-on guidance on employee relations, performance concerns, promotions, and exits, ensuring consistency, fairness, and compliance.
• Build strong manager capability in feedback, goal-setting, and performance differentiation—particularly in fast-paced, quota-driven environments.
• Act as a thought partner during periods of change, including leadership transitions, org redesigns, or shifts in go-to-market strategy.

You will own and evolve Recurly’s approach to performance management and engagement, ensuring it scales with the business while remaining clear, fair, and human.

This includes:

• Leading the design and continuous improvement of Recurly’s performance management framework (goal-setting, reviews, ratings where applicable, and calibration).
• Partnering with the CHRO and executive team to strengthen alignment between performance outcomes, compensation, and promotion decisions.
• Driving consistency and quality in how managers set expectations, assess performance, and deliver feedback across the company.
• Owning the engagement listening strategy (e.g., engagement surveys, pulse checks), from design through insight generation.
• Translating engagement and performance data into clear themes and actionable recommendations for leaders.
• Supporting leaders and managers in turning insights into meaningful, sustained action.
• Measuring impact over time and continuously refining approaches based on what’s working (and what isn’t).

Within 6 months:

• Recognized as a trusted HR partner by Sales and Marketing leadership.
• Deep understanding of Recurly’s GTM model, performance culture, and people challenges.
• Clear diagnosis of what’s working and what needs to evolve in performance management and engagement.

Within 12 months:

• A more consistent, credible, and manager-friendly performance management cycle.
• Improved confidence among leaders in performance outcomes and talent decisions.
• Engagement insights that are clearly understood and actively addressed by leaders.
• Stronger manager capability in feedback, coaching, and performance differentiation.

Required:

• 7–10+ years of progressive HR experience, including significant time as an HR Business Partner in a high-growth SaaS or technology environment.
• Direct experience supporting Sales and/or Marketing organizations.
• Demonstrated ownership of performance management processes beyond administration—design, evolution, and change management.
• Strong coaching and influencing skills, with the ability to challenge leaders constructively.
• Comfort operating with ambiguity and building structure where none exists.
• Solid…