人力资源合作伙伴 GTM
People Operations Partner GTM
你好！👋 我是 Jeranne，住在阿姆斯特丹 🇳🇱，我是 WeTravel 人力资源团队的负责人。我们通过提供平台和支持，帮助旅游企业增长，让他们能够运营和扩展出色的旅行项目。
我们正在扩大人力资源团队，寻找一位了解如何成长和扩展公司的人员伙伴。你的核心职责：负责 GTM 组织（商业、客户体验和财务/运营）的全方面人力资源合作，覆盖美国、拉美和亚太地区，大约有 10 位（高级）领导者和 250 名 WeTravellers。你将帮助领导者做出更精准的人力资源决策，打造高绩效团队，并发现能释放业务下个阶段增长潜力的人才和组织策略。
这是一个高可见度、跨职能的角色：你将直接与这些领导合作，制定让 WeTravel 可持续增长的计划和政策，负责你所管理团队的组织设计，并塑造公司范围内的薪酬、绩效和人才决策。我们需要一个在战略和执行上都游刃有余的人：一天可能挑战领导者的组织设计，第二天处理复杂的员工关系案例，支持新团队加入时的整合工作，或解决如何让销售团队的绩效管理真正发挥作用的问题。
我们的一个核心人力支柱是 **培养人才**：管理者能倍增影响力；人才能成长并留下——清晰的成长路径，有效的绩效和发展周期，关键岗位的继任计划。你将领导这部分工作，包括绩效管理的重新设计，以及共同设计并负责管理者赋能计划。这是一项需要亲力亲为的合作，适合希望在高速成长公司中保持快节奏的人。
### **我们如何协作**
我们希望像产品团队一样运作人力资源，而不是政策部门：我们的员工和经理是用户，我们根据实际效果进行构建、发布和迭代，以提升体验。我们是一个小型的全球团队，你将与我们（位于 EMEA 的）人力资源伙伴、人力资源运营和人才招聘紧密合作，并向位于 EMEA 的 VP 人力资源汇报。
### **你会做什么**
- 与我们的商业、客户体验和财务/运营领导合作，将业务目标转化为具体的人力资源策略。
- 成为 GTM 领导者和经理的主要人力资源顾问，指导他们处理组织、人才和员工相关决策，并帮助他们建立更强大、更高效的团队。
- 直接支持员工处理复杂或敏感的人力资源问题，同时与人力资源团队合作。
查看英文原文
Hi! 👋 I'm Jeranne, based in Amsterdam 🇳🇱, and I lead the People team at WeTravel. We help travel businesses grow by giving them the platform and support to run and scale exceptional trips.
We're growing our People team, and looking for a People Partner who understands what it takes to grow and scale a company. Your core responsibility: own the full people partnership for our GTM org — Commercial, CX and Finance/Ops — across the US, LATAM, and APAC, roughly 10 (senior) leaders and 250 WeTravellers. You'll help leaders make sharper people decisions, build high-performing teams, and spot the talent and organizational moves that unlock the business's next stage of growth.
This is a high-visibility, cross-functional role: you'll partner directly with that leadership to build the programs and policies that let WeTravel scale sustainably, owning org design for your own group and shaping compensation, performance and talent decisions company-wide. We need someone equally comfortable with strategy and delivery: challenging a leader on org design one day, navigating a complex ER case the next, supporting integration work as we bring on new teams, or figuring out how to make performance management actually work for sales.
One of our people pillars is **Grow Talent**: managers who multiply; talent that grows and stays - clear growth paths, a working performance and development cycle, succession for critical roles. You'll help lead that work, including the performance management redesign and co-designing and owning the manager enablement program. It's a hands-on partnership, built for someone who wants the pace of a hyper-growth company.
### **How We Work**
We aim to run People like a product team, not a policy function: our employees and managers are the users, and we build, ship and iterate based on what actually lands to improve the experience. We're a small, global team, you will be partnering closely with our (EMEA based) People Partner, People Operations and Talent Acquisition and report to the VP People (based in EMEA).
### **What You'll Do**
- Partner with our Commercial, CX and Finance/Ops leadership to translate business priorities into tangible people strategies.
- Serve as the primary People advisor to GTM leaders and managers, coaching them through organizational, talent, and employee decisions and helping them build strong, more effective teams.
- Provide direct support to employees on complex or sensitive people matters, while partnering with People Operations on operational needs.
- Advise leaders in your org (and lead the core HR cycles related to) through compensation and promotions decisions, using compensation data, performance outcomes and organizational context to support consistent and equitable decisions.
- Partner with leaders and Talent Acquisition on headcount planning, role scoping and hiring strategy - ensuring we have top talent in the most critical roles.
- Own compliance calls: relocation cases, terminations and other employment matters - using your own judgment on US multi-state law, and knowing when to escalate.
- Use people data and org-specific metrics (attrition, ramp time and more) to spot trends and recommend proactive solutions.
- Drive change management and communication for company-wide People initiatives within your org.
- Bring an independent People perspective to leadership decisions - challenging assumptions, surfacing organizational and talent risks, and helping leaders balance business priorities with sound people practices.
### **Why You Should or Shouldn't Apply**
**You should apply if you:**
- Have 7+ years of HRBP experience, including 2+ years supporting a Sales/GTM or broader commercial client group, ideally in a high-growth SaaS/tech environment.
- Have experience advising Directors, VPs, and/or C-level leaders in a scaling organization.
- Have strong understanding of employee relations, performance management and org design principles, with a practical, solutions-oriented approach to people challenges.
- Bring strong commercial judgment and you have worked with senior commercial leaders before: confident coaching managers through performance, development and difficult conversations.
- Have a people operations background (rather than recruitment): comfortable with US multi-state employment law and working knowledge of regional employment law, able to make the right call yourself.
- Are comfortable with data: able to build and interpret people analytics/dashboards and use them to influence decisions and proactively offer solutions.
- Have strong judgment and discretion navigating complex, sensitive people situations.
- Are curious, low-ego, collaborative: willing to roll up your sleeves wherever the problem is.
- Bonus: worked in a global people team before.
**You might not be the right fit if you:**
- Prefer to be the process owner rather than the advisor helping leaders make better decisions.
- Wait for leaders to bring you problems instead of proactively identifying organizational, talent or people risks.
- Default to others instead of owning employment law calls yourself.
- Want a narrower scope - just ops, or just strategic partnering.
- Find ambiguity across time zones draining, not energizing.
- Give inflexible, by-the-book answers instead of solutions that are compliant _an_ d business-focused.
- Measure your impact by HR activity rather than business and organizational outcomes.
### **Benefits**
- Attractive compensation
- Your health matters – US team members get 100% employer-covered HDHP medical, DHMO dental, and standard vision coverages or a choice of plans that suit your needs.
- Generous "Time to Recharge" policy — enjoy unlimited paid time off to rest, recharge, and show up as your best self.
- Amsterdam Program – visit us in Amsterdam (HQ) for 2-4 weeks every year, staying in one of our WeTravel apartments.
- Work remotely for a maximum of 4 weeks per calendar year.
- Extensive paid family leave.
- Three paid volunteer days per year — take time to give back to causes you care about, on us.
- 2-week cross-functional onboarding program.
- Join an international, travel-loving team with a passion for adventure and innovation.
- Employer-sponsored 401(k) plan with a 2% company match to support your long-term financial goals.
### **Please Note**
- At this time, we are not accepting applications from candidates residing in the following states: Alaska, California, Colorado, New York, or Washington.
- For this role, we can only consider candidates who have the full legal right to work in the US (citizenship or residency). Unfortunately, WeTravel is not able to offer visa sponsorship or relocation assistance at this time.
- You will receive an update on your application after 14th of September 2026.
### Equal Opportunities
WeTravel is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees. We welcome applicants from all backgrounds, experiences, and perspectives. If you're excited about this opportunity and believe you're a good fit, we encourage you to apply and join us in transforming the travel industry!