Responsibilities
- Help shape the organisation behind Mimecast’s European go-to-market business and bring a global perspective to the people decisions that drive it
- Advise senior commercial leaders, translate business strategy into an actionable people plan, and take hands‑on ownership of the detail that makes the plan work
- Support Europe Sales and Channel, with global responsibility for Sales Engineering and MSP & Tech Alliances
- Partner directly with the SVP Europe GTM and their leadership team, working with local HRBPs to balance consistent global practices with local needs
- Report to the Senior Director, HRBP GTM, operating with significant autonomy across long‑term organisation design and immediate employee relations, performance, and reward decisions
- Represent Europe’s needs in the design of global people programmes
- Translate Europe’s GTM strategy into a clear people plan, advising the SVP Europe GTM and their leadership team on organisation design, capability, talent, and change
- Lead the global people agenda for Sales Engineering and MSP & Tech Alliances, partnering with local HRBPs on organisation structure, talent strategy, and consistent people practices across regions
- Partner with Finance and Sales Operations on workforce planning, territory changes, and capability mapping as quota and coverage needs evolve across European markets
- Support due diligence, integration planning, and change management for acquisitions and restructures affecting European GTM teams
- Own Europe GTM headcount tracking and approvals end to end, ensuring every requisition is linked to an approved, funded position before it opens
- Maintain accurate, audit‑ready position data in the HRIS, including reporting lines, cost centres, and organisation structures
- Build and reconcile headcount plans against actuals with Finance/FP&A and Sales Operations, identifying variances early and driving resolution
- Assess every proposed backfill against current organisation design, territory coverage, and budget rather than automatically reopening vacancies
- Act as the source of truth for GTM organisation structure, auditing data with Finance and People Ops and resolving discrepancies across position records, org charts, and the HRIS
- Own goal‑setting, calibration, performance review, and promotion cycles for your client groups, ensuring fair, consistent outcomes across countries
- Partner with Revenue Operations and Total Rewards on sales compensation design, plan interpretation, quota setting, and incentive disputes
- Build succession plans and development pathways for revenue‑critical roles, and work with Talent Acquisition on senior GTM hiring, interview design, and offer strategy
- Coach sales leaders and first‑line managers to strengthen their people leadership and build high‑performing, psychologically safe teams
- Manage complex employee relations cases through to resolution, including performance, conduct, grievances, and restructures, applying current UK employment law knowledge and working with relevant European jurisdictions
- Partner with Legal and local works councils or employee representative bodies on consultation where required
- Identify commercial and legal people risks, exercise sound judgement, and elevate appropriately
- Guide leaders and teams through restructuring, territory changes, and transformation, while driving culture and engagement programmes that help people feel included and perform at their best
- Use people, pipeline, performance, and engagement data to diagnose issues, tell a clear story, and influence leadership decisions—not simply report metrics
- Champion practical adoption of AI and modern tools in HR workflows and across GTM teams to improve how work gets done
Requirements
Deep HR business partnering experience: extensive and progressive HRBP experience, including significant time supporting Sales or other quota‑carrying, customer‑facing functions in a technology or SaaS businessEmployment law and change expertise: strong, current UK employment law knowledge, practical exposure to at least one other major European jurisdiction, and experience leading organisation design, restructuring and change programmes end to endStrong relationships across borders: confidence working with distributed, multicultural teams across European time zones and building trust with senior leaders and local partiesExperience across all GTM functions in multiple countries: a demonstrated track record of HR business partnering across the full go-to-market organisation, not solely Sales or a single country. You’ll bring experience balancing global consistency with local employment practices, business needs and cultural contexts across regions and time zonesAn improvement mindset: genuine enthusiasm for using AI, HRIS, ATS, sales performance and incentive tools to improve how HR and the business workHands‑on headcount and position control: experience owning HRIS position data, governing requisition and backfill approvals, and reconciling headcount plans against actuals with Finance. Experience with a system such as Workday is relevant; ownership of the process and data is keySales compensation fluency: practical understanding of compensation mechanics, quota‑carrying teams and the metrics that matter to a revenue organisationPrincipal‑level influence: a track record of advising VP and C‑suite stakeholders, challenging constructively and navigating ambiguity with limited oversight
#J-18808-Ljbffr
Principal HR Business Partner (EMEA Sales & Go To Market) employer: Mimecast Limited
Mimecast is an exceptional employer that fosters a dynamic and inclusive work culture in London, where every employee is valued and encouraged to grow. With a strong focus on professional development and collaboration, employees are empowered to drive meaningful outcomes for customers while enjoying competitive benefits and a supportive community. Join us to be part of a team that not only protects organizations from cyber threats but also prioritises your personal and professional growth.
