Senior People Partner

Vega•Atlanta, GA

18h

About The Position

Vega is hiring a Senior People Partner to work with its Head of Claims and the Claims leadership team as the organization scales. The role supports leaders with performance, employee relations, retention, and organizational design, while developing management capabilities and planning for future growth. Working closely with Claims leadership and the Founding Talent Lead, the Senior People Partner translates business needs into practical people strategies. The position combines hands-on execution with forward-looking planning to help build a high-performing, scalable organization.

Requirements

At least 7 years of progressive HR experience, including meaningful experience as an HR/People Partner in a high-growth environment.
Bachelor’s degree.
Demonstrated experience and ownership of employee relations, investigations, and performance management.
Ability to advise and operate effectively in ambiguity, challenge thinking, and translate business needs into practical solutions.
Experience coaching managers and developing leadership capabilities.
Experience with organizational design, workforce planning, or scaling teams.
Thorough knowledge of HR principles, compliance, and leave and accommodation law, including wage and hour, FMLA, the ADA interactive process, and state paid family leave.
Ability to use people data to identify trends and inform decisions.
Excellent communication, judgment, discretion, and relationship-building skills.
Hands-on mindset and ability to build and execute scalable processes.

Nice To Haves

SPHR or SHRM-SCP certification, or a background in Industrial-Organizational Psychology.
Exposure to job architecture, leveling, or compensation frameworks, or a strong interest in building these out.

Responsibilities

Partner with the Head of Claims and the leadership team to address people challenges and improve organizational effectiveness.
Own employee relations, including employee concerns, investigations, accommodations, and sensitive workplace matters.
Coach managers on performance management, feedback, conflict resolution, and difficult employment decisions.
Develop management capabilities in leadership, accountability, employee development, and team effectiveness.
Advise on organizational design, workforce planning, management capacity, and spans of control as the Claims organization scales.
Analyze attrition and engagement trends to identify risks and improve retention.
Partner with the Founding Talent Lead on performance cycles, talent reviews, career frameworks, and leveling.
Use workforce data and employee feedback to inform recommendations and leadership decisions.
Support compliance across employment matters, leave, accommodations, and documentation.
Partner across Talent and People Operations to build scalable people practices and employee experiences.