Principal HR Business Partner, Europe, Sales & Go-to-Market

Mimecast | People / Human Resources

London, UK, 1FA Broadgate | Hybrid: 2 days per week in the office | Full-time, permanent

The Role

Help shape the organisation behind Mimecast's European go-to-market business, and bring a global perspective to the people decisions that drive it. As Principal HR Business Partner, Europe Go-to-Market, you'll advise senior commercial leaders, turn business strategy into an actionable people plan, and take hands-on ownership of the detail that makes that plan work.

Your remit combines Europe Sales and Channel with global responsibility for Sales Engineering and MSP & Tech Alliances. You'll partner directly with the SVP Europe GTM and their leadership team, working with local HRBPs to balance consistent global practices with local needs.

This is a Principal-level, senior individual contributor role reporting to the Senior Director, HRBP GTM. You'll operate with significant autonomy, moving between long-term organisation design and immediate employee relations, performance and reward decisions. You'll also represent Europe's needs in the design of global people programmes.

Experience across all go-to-market functions in multiple countries is essential. You'll need to understand how a quota-carrying business works, navigate sales compensation and incentives, and own headcount and position management from approved funding through to accurate HRIS data. This role needs more than strategic advice: it calls for hands-on ownership and the judgement to challenge senior leaders constructively.

About Mimecast

Mimecast protects the world's businesses from cyberattacks. Our next-generation cloud security, archiving and continuity services deliver integrated risk management for tens of thousands of customers worldwide. It's fast-moving, high-stakes work, and our people make it possible. Following continued global expansion, Mimecast is investing further in its people function to support the growth of its Europe go-to-market organisation.

What You'll Own

Commercial Partnership and Organisation Design

• 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.

Headcount Governance and Position Management

• 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.

Talent, Performance and Reward

• 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.

Employee Relations and Change

• 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 escalate 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.
• Insight and Continuous Improvement
• 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.

What You'll Bring

• 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 business.
• Principal-level influence: a track record of advising VP and C-suite stakeholders, challenging constructively and navigating ambiguity with limited oversight.
• Experience 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 zones.
• Sales compensation fluency: practical understanding of compensation mechanics, quota-carrying teams and the metrics that matter to a revenue organisation.
• Hands-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 key.
• Employment 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 end.
• Strong relationships across borders: confidence working with distributed, multicultural teams across European time zones and building trust with senior leaders and local partners.
• An improvement mindset: genuine enthusiasm for using AI, HRIS, ATS, sales performance and incentive tools to improve how HR and the business work.
  
  

The base salary range for this position is £76,000 - £114,000 base + benefits. This reflects the minimum and maximum target for new hire salaries for this position. This position may also be eligible for incentive plans and other related benefits. Our salary ranges are determined by role, level, and location. These factors and individual capabilities will also determine the individual pay offered.

Life at Mimecast

We're fast-thinking, and we go big to reach our cyberattack-disrupting goals. We never leave anyone behind, we deliver quickly and outstandingly, and we're big on honesty because it makes us better.

You'll be based at 1FA Broadgate, our London office in a newly developed, pedestrianised part of the city. This role follows a hybrid model, with two days per week in the office and the balance working from home.

Mimecast is an equal opportunity employer. We are committed to building an inclusive workplace where everyone can bring their full, authentic selves to work, and we welcome applications from candidates of all backgrounds.

Belonging at Mimecast

Cybersecurity is a community effort. That’s why we’re committed to building an inclusive, diverse community that celebrates and welcomes everyone – unless they’re a cybercriminal, of course.

We’re proud to be an Equal Opportunity and Affirmative Action Employer, and we’d encourage you to join us whatever your background. We particularly welcome applicants from traditionally underrepresented groups.

We consider everyone equally: your race, age, religion, sexual orientation, gender identity, ability, marital status, nationality, or any other protected characteristic won’t affect your application.

Due to certain obligations to our customers, an offer of employment will be subject to your successful completion of applicable background checks, conducted in accordance with local law.

It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment.