Atlassian provides tools to help every team unleash their full potential.
The Role
Partners with senior Sales leaders to develop people strategies across organizational design, workforce planning, talent, performance, rewards, employee relations, and change management. Advises on sales compensation, quota-carrying roles, manager capability, and employment compliance. Uses people, performance, engagement, and pipeline data to guide decisions, while leading AI-enabled transformation and fostering inclusive, high-performing distributed teams.
Summary Generated by Built In
People | Remote, Americas | Remote, Remote
Working at Atlassian
Atlassians can choose where they work - whether in an office, from home, or a combination of the two. That way, Atlassians have more control over supporting their family, personal goals, and other priorities. We can hire people in any country where we have a legal entity.
We're looking for an experienced HR Business Partner to support our Go-to-Market organization, with a focus on Sales.
You'll partner closely with Sales leaders and their leadership teams as a trusted advisor on all people-related topics-org design, performance and talent, capability building, culture and AI-enabled ways of working-as well as supporting people programs and initiatives. You'll move comfortably between strategy and execution: shaping the long-term people agenda for GTM and our AI transition, while rolling up your sleeves to solve real-time issues with leaders and teams.
This role is based in the USA / Canada and will work with distributed teams across time zones.
Key Responsibilities
Strategic partnership for Sales
Talent, performance & growth
Employee relations, sales comp & manager capability
Rewards, policy & compliance
Change, AI transformation, culture & ways of working
Skills & Experience
Must-have
Nice-to-have
At Atlassian, we strive to design equitable, explainable, and competitive compensation programs. We follow consistent hiring practices and account for each candidate's skills, knowledge, and experience when setting base pay within the range.
Please visit
Working at Atlassian
Atlassians can choose where they work - whether in an office, from home, or a combination of the two. That way, Atlassians have more control over supporting their family, personal goals, and other priorities. We can hire people in any country where we have a legal entity.
We're looking for an experienced HR Business Partner to support our Go-to-Market organization, with a focus on Sales.
You'll partner closely with Sales leaders and their leadership teams as a trusted advisor on all people-related topics-org design, performance and talent, capability building, culture and AI-enabled ways of working-as well as supporting people programs and initiatives. You'll move comfortably between strategy and execution: shaping the long-term people agenda for GTM and our AI transition, while rolling up your sleeves to solve real-time issues with leaders and teams.
This role is based in the USA / Canada and will work with distributed teams across time zones.
Key Responsibilities
Strategic partnership for Sales
- Partner with senior Sales leaders to understand business and GTM strategy, and translate it into a clear people plan.
- Diagnose org health (structure, headcount mix, capability, engagement, ways of working) across GTM teams and propose data-driven interventions, including where AI, automation, and tooling can shift how work gets done.
- Support organizational design, restructures and workforce planning (e.g. team shape, IC/Manager mix, quota-carrying vs. non-quota roles, regional coverage, AI-assisted roles) aligned to GTM and portfolio priorities.
- Act as a thought partner on culture, inclusion, leadership effectiveness, and how we build strong, AI-enabled Sales organizations over time.
Talent, performance & growth
- Lead the performance and growth cycles for your client groups (goal-setting, feedback, calibration, rewards conversations) in line with our global frameworks, ensuring alignment with sales performance and incentive structures.
- Coach Sales leaders and managers to build high-performing, healthy teams with strong succession pipelines, including for quota-carrying and revenue-critical roles.
- Partner with Talent Acquisition on senior hiring (e.g. regional Sales leaders), role design, and assessment approaches that reflect our craft and leadership expectations, including AI literacy and data-driven decision-making.
- Use talent and performance data (including pipeline, quota attainment, and engagement insights) to identify capability gaps in areas like GTM strategy, execution, leadership, and cross-functional collaboration, then recommend targeted development solutions.
Employee relations, sales comp & manager capability
- Navigate the nuance of quota-carrying roles and sales performance management (e.g. under-performance, plan changes, territory realignments), ensuring fair, consistent and timely processes.
- Partner with Sales Compensation / Rewards teams to interpret and operationalize sales compensation plans, helping leaders and managers understand how plan design, crediting and targets show up in day-to-day leadership decisions.
- Coach managers to handle people issues early and well, building their leadership confidence and capability, especially in performance management and difficult conversations linked to incentives and targets.
- Ensure consistent, fair application of policies and practices across Sales teams and regions.
Rewards, policy & compliance
- Support annual compensation and benefits processes for your client groups, including market reviews, promotions, quota and incentive-related decisions, and pay changes.
- Interpret and apply HR policies and employment legislation in the US (and coordinate with local experts for other jurisdictions as needed); flag risks and propose options to leaders.
- Ensure HR data integrity, documentation and processes meet internal and legal requirements, including those related to variable compensation and incentive plans.
Change, AI transformation, culture & ways of working
- Lead or co-own people-related transformation in GTM - e.g. reorganizations, new operating models, shifts in coverage/territories, adoption of AI tools and workflows in Sales or changes in how GTM partners with Product and other teams.
- Partner with People CoEs (Talent, Rewards, DEI, Learning, etc.) and GTM Operations to roll out global programs and adapt them for the GTM and AI transformation context.
- Use engagement, pulse and feedback data from GTM teams-combined with performance and productivity insights-to co-create action plans with leaders and track progress over time.
- Champion an inclusive, psychologically safe, high-performance culture across GTM, helping teams experiment with AI and new ways of working while maintaining clarity, fairness and trust.
Skills & Experience
Must-have
- Significant experience as an Principal (Director) HR Business Partner (or similar) supporting senior leaders in a complex, large (1000+) matrixed environment
- Experience operating at equivalent level, influencing SVP & C-suite level stakeholders and navigating ambiguity with limited oversight.
- Strong grounding across core HR domains: org design, performance and talent management, employee relations, rewards, and change management.
- Demonstrated experience supporting or leading org design and change in knowledge-work environments (ideally GTM-heavy organizations such as Sales, Marketing, or Customer-facing teams).
- Demonstrated comfort working with sales compensation and quota-carrying populations (e.g. plan interpretation, performance management, alignment to org design and change).
- Comfortable using data (people metrics, performance and pipeline data, engagement, qualitative insights) to diagnose issues, connect them to compensation and performance, and influence decisions.
- Excellent stakeholder management, relationship-building and communication skills; able to challenge constructively and build trust quickly.
- Proven track record of coaching leaders and managers to grow their people leadership capability, including in AI-enabled and high-change environments.
- Experience working with distributed or global teams across time zones.
Nice-to-have
- Experience supporting or driving AI-enabled transformation (e.g. introducing new tools, skills, and ways of working across large teams).
- Familiarity with modern HR and GTM tech stacks (e.g. Workday or similar HRIS, Greenhouse or similar ATS, engagement tools, sales performance / incentive tools).
- Professional HR qualification (e.g. SHRM or equivalent).
At Atlassian, we strive to design equitable, explainable, and competitive compensation programs. We follow consistent hiring practices and account for each candidate's skills, knowledge, and experience when setting base pay within the range.
Please visit
Skills Required
- Significant experience as a Principal or Director HR Business Partner, or similar, supporting senior leaders in a complex organization of 1,000 or more employees
- Experience operating at an equivalent level and influencing SVP- and C-suite-level stakeholders with limited oversight
- Strong knowledge of organizational design, performance and talent management, employee relations, rewards, and change management
- Experience leading organizational design and change in knowledge-work environments, ideally supporting Sales, Marketing, or other customer-facing organizations
- Experience with sales compensation and quota-carrying populations, including plan interpretation, performance management, organizational design, and change
- Ability to use people metrics, performance and pipeline data, engagement data, and qualitative insights to diagnose issues and influence decisions
- Excellent stakeholder management, relationship-building, communication, and constructive-challenge skills
- Proven experience coaching leaders and managers to improve people leadership capability, including in AI-enabled and high-change environments
- Experience working with distributed or global teams across time zones
- Experience supporting or driving AI-enabled transformation
- Familiarity with modern HR and go-to-market technology stacks, such as Workday, Greenhouse, engagement tools, and sales performance or incentive tools
- Professional HR qualification such as SHRM or equivalent
What the Team is Saying
Tiffany
Engineering Senior Associate, United States
Gautam
Software Engineer, United States
Tygrr
Product Manager, United States
Ashleigh
Frontend Engineer, United States
Jensen
Senior Frontend Software Engineer, United States
Javier
Senior Solutions Engineer, United States
Atlassian Compensation & Benefits Highlights
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Parental & Family Support — Parental leave spans 26 weeks for birthing parents and 20 weeks for non-birthing parents, alongside inclusive family-formation benefits such as fertility treatment, adoption, and surrogacy. Additional supports include menopause resources and caregiving-related programs.
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Retirement Support — Retirement programs include a U.S. 401(k) company match with immediate vesting and multiple contribution options. These are complemented by other financial wellbeing tools like HSAs/FSAs.
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Healthcare Strength — Medical coverage is paired with mental-health resources, disability and life insurance, and options such as HSA/FSA. Descriptions also point to solid plan choices with access to counseling, coaching, and 24/7 support.
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The Company
What We Do
Atlassian creates teamwork solutions for high-performing teams. Our portfolio of collaboration and work management software products includes Jira, Confluence, Trello, Loom and Rovo. More than 300,000 businesses worldwide rely on Atlassian’s technology, including 80 percent of Fortune 500 companies. Our solutions support various business teams and they help organizations plan, track, and deliver their biggest ideas together.
Why Work With Us
At Atlassian, we believe we can accomplish so much more together than apart — which is why everything from our tooling — to our distributed workforce — to how our teams are structured is rooted in collaboration. Come join us and help unleash the potential of every team.
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Employees work remotely.
Atlassians have flexibility in where they work to support their family, personal goals, and other priorities. Our approach to distributed work allows us to tap into talent beyond our office locations, and to reimagine how work gets done.
Typical time on-site:
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