About this Manager, People - US role at Arctic Wolf
#RunwiththePack
At Arctic Wolf, we’re on a mission to end cyber risk.
We are a global leader in security operations, helping organizations stay resilient against evolving cyber threats through industry-leading security operations, threat intelligence, and a people-first approach to cybersecurity.
More than 3,000 Pack members across the world work together every day to protect our customers and empower security teams with new levels of speed, accuracy, and intelligence at scale. What sets us apart is our relentless focus on our customers, innovation at scale, and a collaborative culture where talented people can do meaningful work that truly makes a difference.
We’re constantly looking for talented people to join the Pack and help us take our performance to the next level.
About the Position:
Arctic Wolf is seeking a dynamic, experienced People Manager to support our growing Go-to-Market (GTM) organization across the United States, Canada, and Australia. This role serves as a strategic People partner to senior leaders, people managers, and employees across the GTM organization, helping drive business growth through effective people strategies, leadership partnership, organizational effectiveness, and scalable talent programs. The successful candidate will bring deep experience partnering with revenue organizations and advising leaders on workforce planning, organizational design, job architecture, role design, talent strategy, and team effectiveness.
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, job architecture, 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.
- Partners 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
- Excellent time management and organizational skills.
- Understanding of productivity signals to inform people decisions
- Executive Presence – Comfortable influencing Directors/C-suite with confidence, clarity, and sound judgment
- Change & Ambiguity Management – Thrives in fast-moving, evolving environments with incomplete information
- Data-Informed Decision Making – Uses people and business data to drive insights, recommendations, and prioritization
- Coaching Capability – Proven ability to elevate frontline and senior leaders through effective coaching
- Strong problem-solving skills – self-motivated/driven
- Interpersonal savvy and ability to relate effectively with a wide variety of customers.
Key Competencies
- Creativity
- Influencing without authority
- Problem Solving
- Judgment & Risk Assessment – Balances employee experience, speed, and compliance
- Communication
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
- Demonstrated experience with organizational design initiatives, including job architecture, role design, workforce planning, organizational effectiveness, and implementation of scalable team structures.
- 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 developing or implementing job architecture frameworks, career paths, leveling methodologies, role redesign efforts, and organizational effectiveness strategies within a high-growth environment
- Experience leading and executing on projects related to overall people strategy
Travel Requirements
- Typically 10% or less business travel required.
Benefits
All wolves receive compelling compensation and benefits packages, including:
- Equity for all employees
- Flexible time off and paid volunteer days
- 401(k) contribution and matching
- 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
Security Requirements
At Arctic Wolf, protecting our people, customers, and data is fundamental to how we operate. All employees are expected to uphold our commitment to security, privacy, and compliance by following internal information security policies, standards, and controls designed to safeguard the confidentiality, integrity, and availability of business, customer, employee, and other confidential information and to support compliance with applicable legal and regulatory requirements.
Depending on the role and where permitted by applicable law, employment may be subject to background verification and additional regulatory, security, or compliance requirements, including obligations related to data protection and export control laws, and authorization requirements where applicable.
Base Salary
