Sr. People Business Partner Director, GTM

Location: Washington, D.C Metro, Boston, MA or Remote, US - Eastern, Central U.S. timezones
Travel: Up to 25%, domestic or international
Job ID: 1956 

The Role: 

We are seeking a Sr. PBP Director, GTM to lead People Business Partner support for IonQ's global Go-To-Market organization.

This leader will serve as the primary People partner to the global GTM organization, including the Chief Business Officer and their leadership team, working closely across sales, marketing, customer success, field engineering, revenue operations, and other commercial functions to translate business priorities into people and organizational strategies that drive growth and performance.

This is a highly visible, hands-on role at a pivotal moment for IonQ's commercial growth. You'll play a central role in scaling a high-performing sales and GTM culture, elevating the talent and organizational foundations this fast-growing, geographically distributed team needs, and proving out a PBP model that can expand as the org does.

The ideal candidate combines strong business and sales HR acumen and executive presence with a pragmatic, roll-up-your-sleeves approach.   They will enjoy operating the fast moving and “bias to action” culture of GTM, and be a true business partner. They’re a highly collaborative driver with a firm and flexible point of view on how to accelerate the business via strategic and operationally excellent people solutions. 

Responsibilities:

Partner with the Business

• Serve as the senior People advisor to GTM leadership, building trusted relationships and providing counsel on organizational effectiveness, talent, workforce planning, leadership, and culture.
• Translate GTM's commercial strategy and revenue priorities into practical people strategies that support pipeline growth, sales productivity, and go-to-market execution.
• Build a deep understanding of IonQ's commercial motion — sales segments, quota structures, territory design, and buyer landscape — to proactively identify organizational opportunities and risks.
• Coach senior leaders through complex organizational, talent, performance, and leadership decisions.

Build the PBP Function for GTM

• Design a PBP model and coverage plan appropriate to a fast-growing, quota-carrying commercial organization, with a clear point of view on when and how to add headcount as the org grows.
• Partner with Sales Compensation and Total Rewards so GTM's comp and rewards programs - plan design, quota-setting support, leveling and offer governance - are fit for purpose in a fast-growing commercial organization.
• Act as the voice of the business with Talent Acquisition on GTM hiring: translate the growth plan into a workforce plan and role requirements, hold hiring managers to a consistent bar and a disciplined process, and feed quality-of-hire and ramp signals back into the profiles we recruit against.
• Partner with managers and enable onboarding and ramp, with a point of view on what's driving time to full productivity and what needs to change.
• Serve as execution partner for enterprise-wide People practices across GTM - performance management cycle, annual compensation review, and engagement survey cycle.
• As the team expands, hire, develop, and set clear priorities and performance expectations for the PBPs who join.

Lead Organization Design & Change

• Lead organizational design initiatives across GTM, including territory and coverage models, team structures, leadership accountabilities, and workforce planning.
• Guide leaders and the organization through growth, restructuring, and evolving go-to-market priorities.
• Balance enterprise-wide consistency with the unique needs of a commercial, revenue-driven organization.

Drive Talent & Organizational Performance

• Own talent outcomes across GTM, with particular focus on seller retention, ramp-time, succession, leadership effectiveness, and performance.
• Build robust talent and succession plans, identify capability gaps across the sales leadership bench, and partner with leaders to strengthen it.
• Coach leaders on performance management, feedback, seller development, and difficult people decisions, including performance-based exits common in a quota-driven environment.
• Use people and sales performance data to identify trends, risks, and opportunities, and translate them into action.
• Strengthen employee engagement, organizational health, and a high-performance culture aligned with IonQ's values.

Requirements:

• 12+ years of progressive HR/People experience, including significant senior HR Business Partner leadership experience.
• Demonstrated experience partnering directly with senior sales, marketing, or commercial leadership teams.
• Hands-on involvement in annual comp planning alongside Finance and Sales Ops, including quota setting and plan changes.
• Experience supporting quota-carrying, revenue-focused, or commercial/GTM organizations.
• Experience supporting a business through significant commercial scaling, market expansion, or transformation, including acquisition integration.
• Strong business acumen and demonstrated ability to connect people strategy directly to revenue and commercial outcomes.
• Proven expertise in organizational design, talent management, succession planning, leadership coaching, and change management.
• Experience operating as a function of one or close to it, including a clear point of view on prioritization and what you deliberately chose not to do.
• Strong executive presence, judgment, and the ability to influence and challenge senior leaders constructively.
• Ability to operate effectively in a fast-moving, ambiguous, high-growth environment.

Preferred Qualifications:

• Experience building a PBP or HRBP function from the ground up, including a track record of scaling from individual contributor to team leader.
• Experience supporting global or internationally distributed sales organizations (EMEA, public sector/federal, or emerging markets).
• Experience with sales compensation design, territory planning, or quota methodology.
• Experience working within a high-growth technology or deep-tech company.

What Success Looks Like:

Within the first 6–12 months, this leader will have:

• Established themselves as a trusted, high-impact partner to GTM leadership.
• Proven the value of dedicated PBP support for GTM, building the case (and the plan) for additional PBP headcount as the org scales.
• Created greater clarity around GTM's organizational structure, leadership accountabilities, and critical talent.
• Strengthened succession and talent plans across the sales and GTM leadership bench.
• Delivered measurable progress on seller retention, ramp-time, engagement, and leadership effectiveness.
• Partnered effectively with Sales Compensation and Total Rewards to ensure GTM's comp and incentive programs support desired seller behavior.
• Accelerated cultural alignment and adoption of IonQ's values and ways of working across a fast-scaling commercial team.

The total compensation package includes base, bonus, equity, and a range of benefit options found on our career site.