Senior People Partner - GTM

Multiverse is the upskilling platform for AI and Tech adoption.

We have partnered with 1,500+ companies to deliver a new kind of learning that's transforming today’s workforce.

Our upskilling apprenticeships are designed for people of any age and career stage to build critical AI, data, and tech skills. Our learners have driven $2bn+ ROI for their employers, using the skills they’ve learned to improve productivity and measurable performance.

In April 2026, we announced $70 million in strategic funding, led by Schroders Capital, with participation from StepStone Group, Lightspeed Venture Partners and General Catalyst. At an increased valuation of $2.1bn, the round makes us Europe’s first EdTech double unicorn.

But we aren’t stopping there. With a strong operational footprint and 800+ employees, we have ambitious plans to continue scaling. We’re building a world where tech skills unlock people’s potential and output.
Join Multiverse and power our mission to equip the workforce to win in the AI era.

At Multiverse, People Partnering is a driver of commercial performance, not a support function. We measure ourselves on whether the business performs better because we're in the room.

This role partners our GTM organisation — Sales, Customer Impact, B2B Marketing, Revenue Operations and Enablement. It's the largest, fastest-moving and most commercially exposed part of the company, and it's where people decisions show up in the numbers fastest.

You'll work directly with our CRO and his leadership layer. They are sharp, direct, and want a partner who brings a point of view and the data to back it. You'll operate as both advisor and operator: helping leaders make better decisions, and making sure the fundamentals are genuinely excellent underneath.

• Partner the CRO, Sales SVP and their leadership teams on performance, productivity and team effectiveness.

• Translate commercial targets — pipeline, attainment, retention, revenue per head — into people plans that move those numbers.

• Coach managers on performance, decision-making and holding a high bar. Challenge senior leaders directly when the call is wrong.

• Shape GTM org design, role clarity, levelling and spans in service of efficiency, not headcount growth.

• Partner with Revenue Operations, Reward and Finance on comp structures, quota and incentive design

• Bring rigour to headcount decisions: every role justified against commercial return.

• Own performance cycles, calibrations and promotion decisions across GTM.

• Move early and decisively on performance management; build manager capability to do the same.

• Build succession depth in a function where key-person risk is real.

• Run complex ER and restructure work with sound judgement and clean execution.

• Apply policy pragmatically and consistently in a fast-moving, commercially pressured environment.

• Use AI to take the operational load out of partnering so your time goes to the work only you can do.

• You've partnered a quota-carrying sales organisation at a playbook or MEDDICC sales org, not just "commercial" teams generally.

• You've been through an efficiency inflection, not only a growth one. You've helped leaders take cost out of an org without breaking revenue.

• You're fluent in GTM numbers. Ramp time, attainment distribution, revenue per head, regretted vs non-regretted attrition, cost of sale — you can read them, interrogate them and act on them.

• You handle complex performance and ER situations at volume, at pace, with judgement that holds up under scrutiny.

• You don’t shy away from having the difficult but right conversation, managing to balance relationships at the same time

• You're highly organised and detail-oriented. You know sustainable impact comes from strong fundamentals, not just good ideas.

• You already use AI in your own workflow and can show us what you've changed in the last six months. We sell AI enablement; we hold ourselves to it.

• You have not partnered for a target-carrying sales org before

• You've worked in large organisations with Centres of Excellence doing the heavy lifting. We have a small team and you'll build as much as you run.

Benefits

• Time off - 27 days holiday, plus 5 additional days off: 1 life event day, 2 volunteer days, 2 company-wide wellbeing days (M-Powered Weekend) and 8 bank holidays per year

• Health & Wellness- private medical Insurance with Bupa, a medical cashback scheme, life insurance, gym membership & wellness resources through Wellhub and access to Spill - all in one mental health support

• Hybrid work offering - for most roles we collaborate in the office three days per week with the exception of Coaches and Instructors who collaborate in the office once a month

• Work-from-anywhere scheme - you'll have the opportunity to work from anywhere, up to 10 days per year

• Space to connect: Beyond the desk, we make time for weekly catch-ups, seasonal celebrations, and have a kitchen that’s always stocked!

Our Commitment to Diversity, Equity and Inclusion

We’re an equal opportunities employer. And proud of it. Every applicant and employee is afforded the same opportunities regardless of race, colour, ancestry, religion, sex, national origin, sexual orientation, age, citizenship, marital status, disability, gender, gender identity or expression, or veteran status. This will never change. Read our Equality, Diversity & Inclusion policy here.

Our Commitment to Safeguarding

Multiverse is committed to safeguarding and promoting the welfare of our learners. We expect all employees to share this commitment and adhere to our Safeguarding Policy, our Prevent Policy and all other Multiverse company policies. Successful applicants will be required to undertake at least a Basic check via the Disclosure Barring Service (DBS).

For roles that will involve a Regulated Activity, successful applicants must also undergo an Enhanced DBS check, including a Children’s Barred List check and a Prohibition Order check. Roles involving Regulated Activity may interact with vulnerable groups, therefore are exempt from the Rehabilitation of Offenders Act 1974 meaning applicants are required to declare any convictions, cautions, reprimands, and final warnings.

Providing false information is an offence and could result in the application being rejected or summary dismissal if the applicant has been selected, and possible referral to the police and the DBS.