VP, Human Resources

Sunbit • Los Angeles, CA

23d • $285,000 - $335,000

About The Position

Sunbit builds financial technology for real life. Our AI-native platform helps more people get to “yes” at the moments that matter with personalized offers, transparent terms, and no added consumer fees. In stores, practices and service centers across the country, Sunbit provides a fast, fair pay-over-time option. For everything else, the Sunbit Credit Card delivers a modern, no-fee credit experience managed in a powerful mobile app. We are guided by people-centered values: Serve Others Before Self, Include Always, Connect Genuinely, Innovate for Good. These values shape how we build, how we support customers and merchants, and how we work with each other. What makes Sunbit different is an AI-native infrastructure that runs through the full customer and merchant journey. Our interconnected AI systems power instant decisioning, streamline fraud checks with human-in-the-loop safeguards, and enable highly personalized offers at scale. The result is a quick, fair, and simple experience for consumers and merchants. Today, Sunbit is available across a nationwide, in-person merchant network of 30,000+ locations spanning auto service centers, dental and optical practices, veterinary clinics, and other specialty services. We help teams say “yes” more often and help customers move forward with confidence. The Vice President of Human Resources at Sunbit serves as the organization’s most senior HR leader and a key strategic partner to executive leadership. This role is responsible for developing and executing a comprehensive people strategy that supports a technology-driven, growth-oriented business into its next phase, potentially, as a public company. The VP will oversee all HR functions, including Total Rewards, Talent Acquisition, Employee Relations, HR Operations, Employee Engagement, and Learning & Development, ensuring alignment, excellence, and scalability across the HR organization. This role will lead an existing team of employees across HR, Talent Acquisition, and Learning & Development.

Requirements

• 12+ years of progressive HR leadership experience, including leading multi-disciplinary HR teams.
• Strong background in organizational design, talent development, and workforce planning.
• Experience transforming or building high-performing HR and/or TA functions.
• Proven experience supporting IPO readiness or public-company transitions, with the ability to build HR infrastructure, governance, and compensation practices aligned to regulatory and market requirements
• Demonstrated success partnering with executive leaders in fast-paced, high-growth, or technology-driven environments.
• Strong knowledge of HR operations, employment law, compensation fundamentals, and HR technology systems.
• Experience supporting technical and professional workforces.
• Background managing HR functions of similar size or complexity (800 +).
• Advanced degree or HR certification (e.g., MBA, SHRM-SCP, SPHR)

Responsibilities

• Partner with senior executives to align the people strategy with the company’s growth, modernization, and operational objectives.
• Provide strategic guidance on organizational health, workforce planning, and talent needs across the business.
• Champion a culture focused on accountability, high performance, professionalism, and consistent, values-aligned decision-making.
• Evaluate and refine organizational structures, spans of control, and leveling frameworks to improve clarity, accountability, and effectiveness.
• Lead the evolution of the HR organization, shaping a high-performing team that supports current and future business needs.
• Advise leaders on headcount planning, role definitions, and team design in a rapidly evolving technology and AI-driven environment.
• Build a proactive, high-impact talent acquisition function focused on technical and leadership hiring.
• Oversee talent strategies that improve quality of hire, shorten time-to-fill, and enhance retention across the organization.
• Oversee the design and implementation of leadership development, career pathways, and employee growth programs.
• Provide direction on compensation recommendations, title calibration, and role designation in collaboration with finance and executive leadership.
• Set the strategic priorities for the Learning & Development function, aligning initiatives to business goals and leadership capability needs.
• Collaborate with the L&D team to shape program direction and evaluate impact, while relying on the team for day-to-day development and delivery.
• Ensure optimal use of existing HR systems, and identify opportunities to simplify and improve processes.
• Drive operational excellence through automation, streamlined workflows, and enhanced reporting capabilities.
• Oversee compensation strategy and planning, including job architecture, market analysis, salary bands, incentive structures, and annual compensation cycles.
• Oversee employee relations practices to ensure issues are handled with sound judgment, consistency, and alignment to legal and policy requirements.
• Strengthen performance management processes, including goal setting, feedback, documentation, and management of underperformance.
• Build manager capability by providing coaching, frameworks, and tools that promote effective leadership and accountability.

Benefits

• Mission driven, empowered, and collaborative culture
• Competitive pay and stock options
• Unlimited PTO
• Comprehensive health benefits (Medical, Dental, Vision, Life, EAP, Parental Leave, HSA, & more)
• Newly added HSA and Pet Insurance
• 401(k) with company match
• Cell Phone Stipend
• Team-based strategic planning and ownership of deliverables

What This Job Offers

• Job Type: Full-time
• Career Level: Executive
• Number of Employees: 501-1,000 employees