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Bloomreach is building the world’s premier agentic platform for personalization.We’re revolutionizing how businesses connect with their customers, building and deploying AI agents to personalize the entire customer journey.

We're taking autonomous search mainstream, making product discovery more intuitive and conversational for customers, and more profitable for businesses.
We’re making conversational shopping a reality, connecting every shopper with tailored guidance and product expertise — available on demand, at every touchpoint in their journey.
We're designing the future of autonomous marketing, taking the work out of workflows, and reclaiming the creative, strategic, and customer-first work marketers were always meant to do.

And we're building all of that on the intelligence of a single AI engine — Loomi — so that personalization isn't only autonomous…it's also consistent.From retail to financial services, hospitality to gaming, businesses use Bloomreach to drive higher growth and lasting loyalty. We power personalization for more than 1,400 global brands, including American Eagle, Sonepar, and Pandora.

About the Role:

We’re looking for an experienced HR Business Partner to support our Go‑to‑Market (GTM) organization in the Americas. The Principal HRBP will partner closely with GTM 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 while rolling up your sleeves to solve real‑time issues with leaders and teams.

This role is based remotely in the USA and will work with distributed teams across time zones.

Key Responsibilities:

Partner with senior Sales & Marketing leaders to understand business and GTM strategy, and translate it into a clear people plan for the Americas GTM organization.
Diagnose org health (structure, headcount mix, capability, engagement, ways of working) across GTM teams and propose data‑driven interventions.
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, change management, leadership effectiveness, and how we build a strong, AI‑enabled GTM organization over time.
Coach GTM leaders and managers to build high‑performing, healthy teams with strong focus on top talent retention, especially for quota‑carrying and revenue‑critical roles.
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.
Support annual compensation and benefits processes for your client groups, including market reviews, promotions, quota and incentive‑related decisions, and pay changes.
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, or changes in how GTM partners with 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.
Use engagement feedback data from GTM teams—combined with performance and attainment 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

8+ years of experience as an HR Business Partner (or similar) supporting senior leaders in a GTM or customer-facing organization
Experience operating at equivalent level, influencing VP‑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.
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. Bamboo or similar HRIS, Greenhouse or similar ATS, engagement tools, sales performance / incentive tools).

Excited? Join us and transform the future of commerce experiences.

The base salary range for this position is $140,000-$170,000, plus bonus & RSU's. The pay range actually offered will take into account a variety of potential factors considered in compensation, including but not limited to skills, qualifications, geographic location, accomplishments, experience, credentials, internal equity and business needs, and may vary from the range listed above.

Regional benefits:

Health care including medical, dental, and vision insurance
401k Plan with employer contribution

More things you'll like about Bloomreach:

Culture:

A great deal of freedom and trust. At Bloomreach we don’t clock in and out, and we have neither corporate rules nor long approval processes. This freedom goes hand in hand with responsibility. We are interested in results from day one.

I'd love to help you prep for this role! Before we dive into the strategy, let's make sure we tailor this session exactly to where you are in the process.

To get us started, where are you currently in the interview process for this Principal HRBP role, and which of these key areas would you like to focus on first?

All of the above

Let's dive straight in. To set you up for success in your upcoming conversations, we should look at how Bloomreach is positioning itself in the market and how that directly shapes the Go-to-Market (GTM) organization you'll be supporting as Principal HRBP.

The Agentic Shift & Loomi AI

Bloomreach isn't just an e-commerce tool; it is building the premier for personalization. Everything is powered by their proprietary AI engine, Loomi, which connects search, conversational shopping, and marketing workflows into one consistent system. For a GTM team, this "agentic" shift is a massive structural transition. Instead of selling static software features, your Sales, Marketing, and Customer Success teams are selling autonomous AI agents that act on behalf of businesses. This changes the skills required of your sales reps, how they demo products, and how they partner with customers.

What This Means for the Principal HRBP

In this role, you won't just be handling standard HR compliance or Employee Relations. You are a strategic partner helping GTM leaders design an organization capable of delivering this AI-first vision. As the GTM organization adapts to selling agentic personalization, your role will require you to navigate several highly strategic areas:

Capability & Skill Gaps: Identifying if the current GTM team has the technical and behavioral consulting skills to sell and support autonomous AI solutions.
Role Definition & Org Design: Advising leaders on headcounts, manager-to-IC ratios, and the evolving split between quota-carrying reps (who close deals) and non-quota enablement or technical consulting teams.
Managing Change: Keeping teams motivated and psychologically safe as workflows, product lines, and performance expectations quickly evolve around Loomi AI.

Your path

GTM Org Design & Sales Compensation Strategy

AI-Enabled HR Transformation & Change Management

Data-Driven Talent Management & Org Health

Behavioral Leadership & Executive Stakeholder Scenarios

To show you how our preparation is structured, I have mapped out our complete learning journey above.

Let's start by looking at how Bloomreach's AI-first transformation impacts the GTM org structure itself. How would you approach diagnosing whether a sales team's current structure is ready to sell complex, AI-agent products?

Continue to Bloomreach's AI-first transformation impact on GTM org structure.

To understand how the AI-first transformation impacts our GTM org design, let's look at the actual role expectations for a Principal HRBP supporting Americas Sales & Marketing.

The GTM Org Design Challenge

When a company like Bloomreach moves to an agentic personalization model, the traditional GTM structure begins to strain. Historically, software sales relied heavily on standard —account executives who demoed features, negotiated SaaS contracts, and handed clients off to customer success. Under an agentic AI model, however, the product is highly consultative and dynamic, meaning the sales cycle behaves differently.

As Principal HRBP, you will partner with GTM leaders to evaluate whether the current structure supports this shift. This involves reviewing the balance between quota-carrying reps and non-quota technical enablement teams (like solutions architects and sales engineers) who must co-sell to explain the complex AI capability. You will need to diagnose the organization's health by looking at span of control, manager-to-IC ratios, and regional territory coverage to ensure reps have the right technical support to close deals without creating an overly bloated management layer.

Aligning HR Strategy with GTM Priorities

Translating GTM business goals into a concrete people plan requires looking closely at three critical pillars:

Territory & Quota Alignment: Partnering with GTM Operations to manage the disruption of territory realignments fairly, ensuring sales commissions remain motivating and consistent during structural shifts.
AI Tooling & Sales Enablement: Designing change management plans that encourage sales and marketing teams to adopt Bloomreach's own internal AI workflows and Loomi tooling, keeping our internal talent as automated and cutting-edge as our product.
Capabilities Gaps: Auditing the current skillsets of the Americas Sales and Marketing teams to identify who can transition to consultative, business-value selling versus who might need deep technical upskilling.