Senior Director, GTM People Business Partner

Are you ready to unlock intelligence? If you don’t think you meet all of the criteria below but are still interested in the job, please apply. Nobody checks every box - we’re looking for candidates that are particularly strong in a few areas, and have some interest and capabilities in others. About the role Kong is hiring a Senior Director, GTM People Business Partner to be the senior people leader for our global go-to-market organization. Reporting to our Chief People Officer, you will sit on the Chief Revenue Officer’s leadership team and partner with the leaders of Direct Sales, Sales Engineering, Sales and Business Development, Channels, Revenue Operations and Enablement across the Americas, EMEA and APJ. This is a builder’s role at a pivotal moment. Kong ’s Series E is funding global go-to-market expansion, our field teams are growing across more than a dozen countries, and our sales motion is moving from API management to AI connectivity. You will shape how the revenue organization is designed, led, paid and grown, and lead the People Business Partners who support it. What you’ll do Partner with the CRO and GTM leadership. Be the people voice on the CRO’s staff: org, talent, leadership and culture counsel, and the translation of each year’s revenue plan into a people plan. Design the GTM organization for its next stage. Lead coverage-model changes, spans and layers, regional structures, and role architecture and leveling for sales, solutions engineering, SDR/BDR, partner and enablement roles, including new AI-connectivity selling roles. Run headcount and capacity planning. With Finance, Revenue Operations and Talent Acquisition, build the ramp-adjusted capacity model, sequence hiring by territory and start date, and run a monthly GTM hiring review. Govern sales compensation. With Global GTM Compensation and Total Rewards, shape plan philosophy, OTE and pay-mix benchmarks, quota-setting fairness, rollout, exceptions and disputes. Build the GTM performance system. Run quarterly talent and attainment reviews, calibration, promotion criteria and fair, fast performance management across US, EMEA and APJ employment law. Build the sales leadership bench. Assess first- and second-line leaders, own succession plans for the CRO’s leadership team, coach senior leaders, and launch a front-line sales manager program with Sales Enablement. Shorten ramp and keep top performers. Define 30/60/90 plans with Enablement and Talent Acquisition, track time to quota, find...

Summary and match are AI-generated; verify details on the original posting.

Listed via Himalayas. All sources