SAFE Security

SAFE Security

Senior HR Business Partner, GTM

British Columbia · Senior

Sponsorship not specifiedDetected 13 days ago
RecruitingCompensationCustomer SuccessCadenceLeadershipMentoring

About the role

  • You'll report to the HR Director and be dedicated to GTM - Sales, Customer Success, and Marketing - the engine behind Safe Software's growth.
  • 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.

Responsibilities

  • 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.
  • 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.
  • 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.
  • 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.
  • 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.
  • 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.
  • Safe Software is looking for a Senior HR Business Partner to join our HR team.

Requirements

  • 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.

Nice to have

  • Work-Life Balance: There's no place for burnout at Safe.

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

Compensation

  • 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.
  • Enjoy 3 weeks of vacation to recharge, plus an additional paid 6 seasonal days off per year.

Benefits

  • Extended health, dental, health or lifestyle spending, and counseling benefits from day 1.
  • We are dedicated to supporting our employees through parenthood and offer a Parental Leave Top-Up Program for new parents through childbirth or adoption.
  • Take paid time off to volunteer for one of our Safe-organized opportunities that align with our core community initiatives.
  • 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.
  • Retain people before they decide to leave.

Company info

  • it shapes how Safe names, develops, and retains the commercial talent driving the company's next stage of growth.
  • 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.
  • 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.
  • Become part of a team that finds meaningful ways to give back https://www.safe.com/about/community-initiatives/.
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This listing is sourced directly from SAFE Security's careers page and normalized into a canonical job model.