Senior HR Business Partner, GTM

About this role

Safe Software is looking for a Senior HR Business Partner to join our HR team. As a Senior HR Business Partner, you will be embedded with our GTM organization — Sales, Customer Success, and Marketing — partnering directly with commercial leadership to build talent review, performance consulting, compensation strategy, and EMEA people planning from first principles. This role has real impact: it shapes how Safe names, develops, and retains the commercial talent driving the company's next stage of growth.

ABOUT THE TEAM

As part of the HR team, you'll join a group of HR professionals who partner directly with business leaders across Safe Software, each embedded with a specific part of the organization. You'll report to the HR Director and be dedicated to GTM — Sales, Customer Success, and Marketing — the engine behind Safe Software's growth. Safe builds FME, the data integration platform trusted by 40,000+ organizations in over 100 countries. Profitable, PE-backed, and on a deliberate path to $250M ARR, the GTM org is expanding into new segments, building out EMEA, and navigating the shift to AI-assisted commercial motions. The HR team is responsible for building the talent strategy, performance practices, compensation frameworks, and people infrastructure that let each part of the business scale well. You'll work closely with the CRO and commercial leaders, with a seat at the table from day one.

This is a hybrid role based in Surrey, BC, with 2 days/week in office.

WHAT YOU’LL BE DOING

As a Senior HR Business Partner, you will operate at all altitudes — one week advising the CRO on how to structure a new EMEA team, the next in the room for a manager's first real performance consulting conversation. Both are the job.

TALENT & PERFORMANCE CONSULTING

- Build calibration that changes minds, not documents. Design and run the GTM talent review — 4-box, succession planning, and talent mapping for commercial leadership — on a quarterly cadence, with outcomes that actually alter decisions: who gets promoted, who gets developed, and who needs a different conversation.

- Own performance consulting end to end. This goes beyond administrative performance management. Partner with managers early, build development plans with real milestones, have the conversations others are avoiding, and handle exits in a way that leaves everyone's dignity intact.

- Define what great looks like. No calibration process, shared definition of high performance, or talent review cadence exists in GTM today — you'll build it from first principles so Safe can name, protect, develop, and replicate its best commercial talent.

STRATEGIC PARTNERSHIP

- Help leaders see around corners. Bring a point of view — not just a process — to org design decisions, team structure, and headcount sequencing, surfacing what your business partners haven't asked about yet.

- Use data with craft. Turn attrition trends into a retention play before the exits happen, use engagement signals to advise rather than just report, and bring comp equity analysis to the table before a leader asks for it. The craft is in the interpretation, not the spreadsheet.

COMPENSATION & RETENTION

- Partner on GTM-specific compensation. Work on variable pay design, OTE structures, quota frameworks, and comp review cycles in close partnership with the Sr. Manager, Total Rewards — you own the GTM conversation, they own the philosophy and infrastructure.

- Retain people before they decide to leave. Build structured intelligence — stay conversations, attrition signals, manager pulse — so you know who the flight risks are 90 days before they resign, and have a plan ready.

EMEA PEOPLE STRATEGY

- Build for where Safe is going. GTM's expansion into EMEA is coming. Candidate experience, onboarding, culture continuity across time zones, and local employment context — write the playbook before the first London hire starts.

AI — MAP YOUR OWN LEVERAGE

- Shape how AI changes HRBP work. Every Safer is expected to figure out where AI creates leverage in their own work — there's no approved tool list or workflow guide to follow. Arrive curious, experiment deliberately, and bring what you learn back to the team. We want someone actively shaping what great HRBP practice looks like at Safe in the years ahead.

QUALIFICATIONS, SKILLS, AND COMPETENCIES

Safers come from a variety of backgrounds with a diversity in skills and knowledge. That said, we find that those who are most successful in this role have experience with the following areas.

Required skills:

- 8+ years in HRBP roles, with meaningful time embedded in Sales, Customer Success, or Marketing

- Experience designing and facilitating talent reviews, not just attending them

- Direct partnership with CRO or VP-level commercial leaders, owning the relationship rather than just the process

- A track record in performance consulting that is developmental, not administrative

- Fluency with people analytics: attrition, comp equity, and calibration distributions

- Genuine curiosity about AI — actively experimenting now, not planning to start

Desired skills / Bonus points:

- Experience at a PE-backed or high-growth SaaS company ($100M–$500M ARR range)

- EMEA or multi-jurisdiction employment experience

- Variable compensation design: OTE modeling, quota structures

- Coaching accreditation or structured manager development work

WHAT YOU CAN EXPECT

When you choose a career with Safe Software, you’re also choosing…

- Meaningful Work: Make a profound impact across our business, workplace and data integration product.

- A Supportive Environment: Feel empowered to share your ideas and implement them with high autonomy and team support.

- Social Responsibility: Become part of a team that finds meaningful ways to give back https://www.safe.com/about/community-initiatives/. Take paid time off to volunteer for one of our Safe-organized opportunities that align wit

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