People Business Partner (GTM)

Prove · New York, NY

  • Junior
  • Full-time
  • Posted 2026-10-20
  • Confirmed live on 10 November 2026

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Job description

About Prove

As the world moves to a mobile-first economy, businesses need to modernize how they acquire, engage with and enable consumers. Prove’s phone-centric identity tokenization and passive cryptographic authentication solutions reduce friction, enhance security and privacy across all digital channels, and accelerate revenues while reducing operating expenses and fraud losses. Over 1,000 enterprise customers use Prove’s platform to process 20 billion customer requests annually across industries, including banking, lending, healthcare, gaming, crypto, e-commerce, marketplaces, and payments. For the latest updates from Prove, follow us on LinkedIn.

Prove is driving the future of digital identity. We are looking for Provers who know how to make an impact. We’re talking self-starting professionals who thrive in a fast-paced environment, process information quickly, and make intelligent decisions. The work is challenging and requires not only smart but natural curiosity and tenacity. Teamwork is also important to us – we work together and play together.

Prove has big plans, and we’re excited about the future. If this sounds like the place for you – come join our team!

Title: People Business Partner

Department: People - Partners

Reports To: Director, People Business Partner

FLSA Status: Exempt

Location: New York, NY

Job Summary:

The People Business Partner (PBP) serves as a strategic revenue-enabling partner and trusted advisor to GTM leadership, aligning talent strategies directly with commercial growth targets and go-to-market execution. This role drives organizational effectiveness across Sales, Marketing, Customer Success, and Revenue Operations by collaborating with People Operations, Talent Acquisition, Finance, and Legal to build, scale, and retain high-performing revenue teams.

By optimizing team velocity, accelerating time-to-productivity for new hires, and cultivating a high-performance culture, the PBP champions employee engagement, talent development, and organizational scaling—ensuring sales capacity and client-facing teams directly support the long-term revenue strategy and expansion goals of the business.

Key Responsibilities:

Strategic Partnerships & Organizational Effectiveness

• Develop strong, trusting relationships with key cross functional stakeholders to gain support and achieve results.

• Be a key resource for employees, providing support and direction about employment issues, company policies. career trajectory, and performance.

• Partner with management to identify People needs and implement initiatives that align with strategic business goals. Assist business leadership to define, execute, and track progress against the Company goals

• Advise on organizational design, workforce planning, and succession strategies in efforts to build a scalable workforce.

• Collaborate with client leaders to align People practices with workplace culture and regulatory requirements.

• Provide day-to-day counsel on matters concerning Employee Relations including conducting investigations.

• Partner with and support the People team on larger projects and initiatives.

GTM - Org Design and Workforce planning

• Advise on structure, spans/layers, leadership capacity, role clarity, workforce mix and headcount investments.

• Partner with Finance and Talent Acquisition on workforce plans.

Talent Strategy & Development

• Partner with People Experience and Engagement to help execute talent initiatives for the GTM team, including onboarding and employee development programs.

• Work with managers to identify critical roles and talent, succession needs, leadership gaps, retention risk and capability needs. Facilitate talent reviews and succession planning for key positions.

• Oversee performance management processes (goal setting, feedback, career conversations). Help leaders strengthen accountability and performance management.

• Provide performance guidance to management (coaching, counseling, career development, disciplinary actions), and explain the risks and trade-offs behind each option — not just the process.

Change Leadership & Communication

• Coach leadership and managers through organizational change, team effectiveness, leadership challenges and difficult people decisions. Provide constructive challenges rather than simply executing leader requests.

• Collaborate with client leaders to develop communication strategies that support change initiatives and ensure team transparency and business continuity.

• Identify the need for process documentation and improvements.

• Address organizational challenges such as re-organizations, integrations and process improvements.

• Facilitate the off-boarding process and conduct exit interviews.

• Maintains knowledge of current employment law and the ability to apply this knowledge to guide employees and managers through issues.

How you complete your work

• Solve problems of diverse scope, demonstrating good judg

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