Senior HR Business Partner

VGS • San Francisco, CA

87d • $120,000 - $155,000 • Hybrid

About The Position

VGS is seeking a Senior HR Business Partner who can provide both trusted counsel and hands-on execution. This role will support leaders and employees across technical and business functions, translating business priorities into practical people plans, and helping VGS build healthy, accountable teams through change and growth. This is a broad generalist role for an experienced partner who is comfortable advising on organization design, coaching managers through difficult conversations, reviewing people data, and driving people programs. The role will support Engineering, Product, Infrastructure, Go-to-Market, or other technical teams in a scaling technology company. Candidates based in the Bay Area are prioritized to support in-person partnership with leadership teams.

Requirements

• 7+ years of progressive HR experience, including substantial experience in an HRBP, People Partner, or broad HR generalist role supporting leaders and employees.
• Demonstrated success advising senior leaders and coaching managers through complex employee relations, performance, organizational, and talent decisions.
• Working knowledge of California and multi-state U.S. employment practices, with the judgment to recognize when specialized legal guidance is needed.
• Experience owning or materially contributing to core people cycles such as performance reviews, compensation planning, promotions, talent reviews, engagement, and workforce planning.
• Strong business acumen and analytical skill; able to connect people data and employee feedback to operating priorities and concrete recommendations.
• Excellent written and verbal communication, strong facilitation skills, and the ability to adapt your approach across employees, managers, and executives.
• Sound judgment, discretion, and consistency when handling sensitive information and high-stakes decisions.
• A practical, low-ego operating style: organized, responsive, comfortable with ambiguity, and willing to move between strategic advice and detailed execution.
• Exposure to workforce planning and headcount management processes.

Responsibilities

• Build a deep understanding of assigned teams, their goals, and their operating context. Advise leaders on organization design, role clarity, team effectiveness, workforce planning, spans and layers, and talent priorities.
• Serve as a first point of contact for managers and employees. Coach leaders through performance, feedback, conflict, attendance, accommodations, leaves, conduct, and workplace concerns; conduct or support fair, timely investigations; and partner with Legal or outside counsel when appropriate.
• Lead the business-facing work for performance reviews, goal setting, talent reviews, succession planning, development planning, promotions, and corrective action. Help managers raise the quality and consistency of feedback and talent decisions.
• Partner with People leadership and Finance on compensation planning, job leveling, pay decisions, promotions, and retention actions. Apply established frameworks consistently and identify where clearer guidance or calibration is needed.
• Plan and execute reorganizations, leadership transitions, and other changes with sound judgment, clear communication, careful documentation, and respect for the employee experience. Support compliant and well-coordinated offboarding and termination processes.
• Maintain an intentional listening cadence through employee check-ins, office hours, focus groups, and targeted outreach. Surface themes, distinguish individual concerns from systemic issues, and partner with leaders on practical actions.
• Translate company-wide programs and policies into effective execution within the business. Partner with People Operations and Recruiting across hiring, onboarding, engagement, mobility, leaves, and offboarding; improve processes where ownership or handoffs are unclear.
• Use workforce data and qualitative signals to identify trends in attrition, engagement, performance, manager effectiveness, and organizational health. Provide leaders with clear recommendations while maintaining accurate, confidential case documentation and consistent practices.

Benefits

• Flexible work hours
• Flexible PTO
• Competitive health benefits
• VGS stock options
• 401k plan, with employer matching 4% and immediate vesting (available only for US employees)
• Life & disability insurance
• Pre-tax flexible spending accounts, dependent and healthcare FSA (available only for US employees)
• Global parental leave program
• Employee Assistance Program
• Home Internet reimbursement
• New hire home office set-up allowance
• Professional learning reimbursement

What This Job Offers

• Job Type: Full-time
• Career Level: Senior
• Education Level: No Education Listed