Director, People Business Partner – AMER Field Sales

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We are seeking a Director, People Business Partner to serve as the core strategic People partner and Workforce Architect for the Senior Vice President & General Manager of AMER Sales and their executive leadership team.

This role moves beyond traditional HR delivery to focus on high-impact executive consulting, organizational design, and strategic human capital planning for our primary revenue-generating engine in the Americas. Operating within our Pod Model where we partner closely with Center of Excellences (COEs) and People Operations partners who support front line managers—you will act as a trusted advisor, executive coach, and transformation catalyst to senior sales leadership.

Key Responsibilities

Workforce Architecture & Organizational Design

- Strategic Workforce Planning: Act as the primary workforce architect for AMER Sales. Partner closely with senior sales stakeholders, Revenue Strategy & Operations, and Finance to build, model, and execute a dynamic, multi-quarter workforce plan aligned with regional ARR targets, quota coverage, and product roadmaps.

- Organizational Design & Scale: Orchestrate structural evolution across sales pods, territory models, and go-to-market teams. Optimize spans of control, layers, and role definitions to maximize sales velocity and operational efficiency.

- Future-Proofing & AI Integration: Lead GTM workforce transformation initiatives by consulting on role evolution, skill density, and integrating AI enablement into traditional sales workflows to drive rep productivity.

Executive Consulting & Change Leadership

- Trusted Strategic Advisor: Provide direct consultative advice and coaching to the SVP of AMER Sales and VP-level sales leaders on executive leadership, team dynamics, talent density, and organizational health.

- Change Management: Design and execute holistic change management strategies for GTM pivots, compensation/commission model shifts, territory realignments, and rapid scale.

- Data-Driven Talent Insights: Build and deliver executive-level Quarterly Business Reviews (QBRs). Synthesize talent data, attrition risk, rep ramp-to-productivity metrics, and engagement trends into actionable strategic recommendations for the revenue leadership team.

Talent Strategy & High-Performance Culture

- Talent Density & Succession: Lead executive talent reviews, calibration sessions, and succession planning. Ensure robust bench strength for critical sales leadership and high-impact revenue roles.

- Performance & Compensation Strategy: Partner with COEs to execute annual reward cycles, sales incentives alignment, and performance management strategies that cultivate a relentless, high-performance sales culture.

- COE Collaboration: Orchestrate seamless execution of global People programs by leveraging COEs (Talent Acquisition, Total Rewards, People Experience) as execution partners, ensuring sales-specific needs are reflected in global strategies.

Qualifications & Requirements

- Proven Executive Partnership: 10+ years of HRBP experience in a high-speed, global technology company. 5+ years of HRBP experience supporting a growing, global tech sales team including alignment with SVP+ level direct sales leaders in an international environment is preferred.

- Architect Mindset: Deep expertise in organizational design, headcount modeling, sales go-to-market structures, and strategic workforce planning.

- Business & Financial Acumen: Strong fluency in SaaS/tech business models, sales mechanics (territories, quotas, rep productivity cycles), and financial levers.

- Operating Model Fluency: Comfortable operating in a matrixed or "Pod" HR delivery model, with a focus on delegating operational/tactical tasks to maximize time spent on strategic consulting.

- Data & Analytics Expertise: Ability to translate complex workforce metrics into compelling narratives and executive-level strategic decisions.

- Agility & Executive Presence: Exceptional communication, influencing, and political acumen, with the resilience to navigate high-stakes, fast-paced sales environments.

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The annual base salary range for this position for candidates located in the San Francisco Bay area is between: $219,000 — $301,000 USD
Below is the annual base salary range for candidates located in California (excluding San Francisco Bay Area), Colorado, Illinois, New York and Washington. Your actual base salary will depend on factors such as your skills, qualifications, experience, and work location. In addition, Okta offers equity (where applicable), bonus, and benefits, including health, dental and vision insurance, 401(k), flexible spending account, and paid leave (including PTO and parental leave) in accordance with our applicable plans and policies. To learn more about our Total Rewards program please visit: https://rewards.okta.com/us .
The annual base salary range for this position for candidates located in California (excluding San Francisco Bay Area), Colorado, Illinois, New York, and Washington is between: $196,000 — $270,000 USD
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