HR Manager, Go-To-Market (GTM) at Arctic Wolf in Eden Prairie, MN

HR Manager, Go-To-Market (GTM) Location: Eden Prairie, MN, USA At Arctic Wolf, you won’t just watch the cybersecurity industry evolve – you'll help lead the change. Our global Pack is made up of people who thrive on solving hard problems, moving fast, and building technology that protects organizations around the world. We’re proud to be recognized by Forbes, CNBC, Fortune, CRN, Gartner Peer Insights and IDC MarketScape – but what matters most is the work behind it: delivering real outcomes for customers through award winning innovation like our Aurora Platform. If you’re looking for meaningful work, smart teammates and the chance to make a real impact in a high-growth company that’s redefining security operations, Arctic Wolf is the right place for you! Our mission is simple: End Cyber Risk. We’re looking for a Manager, People to be part of making that happen.   We are seeking a dynamic, experienced People Manager to support our growing Go-to-Market (GTM) organization across the United States, Canada, and Australia. This role is a critical partner to senior leaders, people managers and employees across Sales, Marketing, Sales Engineering, Customer Success, Sales Operations and Finance, helping enable business growth through thoughtful people strategy, strong leadership partnership, and scalable talent programs. Primary Responsibilities and Duties Strategic Business Partnership Partner with the VP, People on overall HR strategies and projects. Serve as a trusted advisor and strategic People partner to senior GTM leaders, enabling execution of business strategy through effective workforce planning, org design, talent development, and change leadership. Proactively identify people-related risks and opportunities and partner with leaders to develop and implement solutions that support growth, performance, and engagement. Demonstrate strong revenue and GTM acumen by partnering with leaders on capacity planning, productivity, incentive implications, and organizational tradeoffs. Collaborate and communicate with HR team and other appropriate stakeholders to ensure execution of HR Integration Strategy related to mergers and acquisitions. Advise on US and Canadian employment law practices in partnership with internal and external council. Lead and support change management initiatives tied to GTM transformation, including role clarity, operating model shifts, territory changes, and scaling leaders through growth Talent & Performance Enablement Partner with leaders to build and execute talent strategies, including hiring plans, succession planning, leadership development, and capability building across GTM functions. Lead and support performance management processes, including goal setting, feedback, development planning, and performance improvement efforts. Coach senior leaders on effective people leadership, difficult conversations, and employee relations matters with consistency and sound judgment. Guide and coach leaders through employee relations matters while mitigating risk and operating within our core values and culture tenets. Program Design & Execution Collaborate closely with People team partners (Total Rewards, Talent Acquisition, People Operations, Finance) to ensure programs are aligned, compliant, and impactful Use data and insights to measure outcomes, inform decisions, and continuously refine people strategies. Partner closely with Compliance Manager and other key stakeholders on compliance related projects and needs Employee Experience & Culture Champion a culture of accountability, inclusion, and high performance while maintaining a positive, human-centered employee experience. Ensure fair, consistent application of policies, practices, and employment standards across geographies, in partnership with Legal Support global employee engagement efforts and partner with leaders to address themes and improvement areas. Key Skills and Competencies: Highly organized, self-driven problem solver who thrives in fast-paced, ambiguous environments. Executive presence with the ability to influence Directors and senior leaders with confidence and sound judgment. Data-informed decision-maker who leverages people, productivity, and business insights to guide action. Trusted coach who effectively develops and advises both frontline and senior leaders. Strong communicator with the interpersonal savvy to build trust across diverse teams. Applies balanced judgment and risk assessment, aligning employee experience, speed, and compliance. Minimum Qualifications 5 years of progressive HR/People Business Partner experience, including direct support of senior leaders in a complex, fast-growing organization. Demonstrated experience supporting Go-to-Market, and/or revenue-generating teams Proven ability to influence, coach, and challenge senior leaders with confidence and credibility Experience supporting a geographically dispersed workforce. Preferred Qualifications Bachelor’s Degree or equivalent experience 7+ years relevant HR Business Partner experience Proficiency in MS Office applications Prior experience in technology, SaaS, or high-growth environments. Experience leading and executing on projects related to overall people strategy Environment and Physical Demands This role is based at our Eden Prairie, MN Corporate Headquarters and is an in-office role Work is primarily sedentary in nature and can be executed sitting or standing positions in an office environment. Requires ability to utilize technology related to using a keyboard, verbal communication, and work with device screens which require visual acuity. If located in a company office, often requires the mobility to physically navigate the space. In the event of business travel, mobility sufficient to utilize public and private transport and navigate to essential locations. May include moving or lifting of 25 pounds or less (e.g., office chair, reams of paper). Travel Requirements Typically 10% or less business travel required. On-Camera Policy To support a fair, transparent, and engaging interview experience, candidates interviewing remotely are expected to be on camera during all video interviews. Being on camera fosters authentic connection, improves communication, and allows for full engagement from both candidates and interviewers. We understand that technical, bandwidth, or location-related challenges may occasionally prevent video use. If this applies, candidates are required to notify us in advance so we can explore appropriate accommodations. At Arctic Wolf, we foster a collaborative and inclusive work environment that thrives on diversity of thought, background, and culture. This is reflected in our multiple awards, including Top Workplace USA (2021-2025), Best Places to Work – USA (2021-2025), Great Place to Work – Canada (2021-2024), Great Place to Work – UK (2024-2026), and Kununu Top Company – Germany (2024-2026). Our commitment to bold growth and shaping the future of security operations is matched by our dedication to customer satisfaction, with over 10,000 customers worldwide and more than 2,000 channel partners globally. As we continue to expand globally and enhance our technology, Arctic Wolf remains the most trusted name in the industry. Our Values Arctic Wolf recognizes that success comes from delighting our customers, so we work together to ensure that happens every day. We believe in diversity and inclusion, and truly value the unique qualities and unique perspectives all employees bring to the organization. And we appreciate that—by protecting people’s and organizations’ sensitive data and seeking to end cyber risk— we get to work in an industry that is fundamental to the greater good. We celebrate unique perspectives by creating a platform for all voices to be heard through our Pack Unity program. We encourage all employees to join or create a new alliance. See more about our Pack Unity here. We also believe and practice corporate responsibility, and have recently joined the Pledge 1% Movement, ensuring that we continue to give back to our community. We know that through our mission to End Cyber Risk we will continue to engage and give back to our communities. All wolves receive compelling compensation and benefits packages, including: Equity for all employees Flexible time off and paid volunteer days RRSP and 401k match Training and career development programs Comprehensive private benefits plan including medical, mental health, dental, disability, life and AD&D, and value-added services Robust Employee Assistance Program (EAP) with mental health services Fertility support and paid parental leave Arctic Wolf is an Equal Opportunity Employer and considers applicants for employment without regard to race, color, religion, sex, orientation, national origin, age, disability, genetics, or any other basis forbidden under federal, provincial, or local law. Arctic Wolf is committed to fostering a welcoming, accessible, respectful, and inclusive environment ensuring equal access and participation for people with disabilities. As such, we strive to make our entire experience as accessible as possible and provide accommodations as required for candidates and employees with disabilities and/or other specific needs where possible. Please let us know if you require any accommodation by emailing recruiting@arcticwolf.com. View our Hiring Page to learn more about our application process. Security Requirements Conducts duties and responsibilities in accordance with AWN’s Information Security policies, standards, processes, and controls to protect the confidentiality, integrity and availability of AWN business information (in accordance with our employee handbook and corporate policies). Background checks are required for this position. This position may require access to information protected under U.S. export control laws and regulations, including the Export Administration Regulations (“EAR”).  Please note that, if applicable, an offer for employment will be conditioned on authorization to receive software or technology controlled under these U.S. export control laws and regulations.