• Serve as the primary People partner to the CMO, CRO, and MSP business leadership teams. • Act as a strategic thought partner on commercial growth, operating rigor, and talent alignment. • Advise on organization design, incentive alignment considerations, workforce planning, and capability development across marketing, revenue, and partner-facing teams. • Provide executive coaching and counsel on leadership effectiveness, team performance, and organizational health. • Translate company strategy and financial objectives into practical talent and organizational actions. • Challenge leaders constructively while maintaining trust and influence at the executive level. • Identify and champion opportunities to leverage AI and automation to improve team productivity, decision-making, and scalability across Marketing, Revenue, and partner-facing organizations. • Partner with executives to assess capability gaps, role evolution, and change management implications driven by AI adoption. • Partner on evolving Marketing, Revenue, and MSP-related organizational structures to support growth, efficiency, and scale. • Support headcount planning and talent strategy in partnership with executive leadership and business planning processes. • Ensure clarity around roles, accountability, spans and layers, and decision rights. • Identify skill gaps and future capability needs across commercial, marketing, and partner-facing functions. • Lead organizational change efforts with thoughtful communication and change management strategies. • Lead performance enablement processes within Marketing, Revenue, and MSP-related organizations. • Foster a culture of accountability, measurable outcomes, and high performance. • Support calibration, talent review discussions, and succession planning in partnership with annual cycle programs sponsored by the People team. • Ensure alignment between revenue goals, partner ecosystem performance, and individual performance expectations. • Coach leaders on difficult performance conversations, talent risk, and development planning. • Partner with Talent Acquisition and hiring leaders to ensure seamless onboarding experiences for new hires, in particular for senior roles. • Design and lead bespoke onboarding and integration plans for senior leaders, accelerating time to impact. • Establish structured 30-60-90 day frameworks tied to commercial and financial outcomes. • Support leadership transitions and team re-alignments during periods of growth or change. • Manage complex employee relations matters with discretion, sound judgment, and executive visibility. • Ensure compliance with employment law and company policy across covered organizations. • Mitigate organizational risk while preserving trust, fairness, and leadership credibility. • Partner closely with: People Operations (systems, compliance, workforce analytics) Learning & Development (primarily in revenue facing roles, though working to build and scale bespoke offerings within the client group) Talent Acquisition (strategic hiring alignment across commercial, marketing, and partner-facing roles).