Sr. HR Business Partner

VGS; San Francisco (CA); Hybrid; USD 120,000 - 155,000; Full time

Benefits offered by this job

Stock options

401k with 4% match

Life & disability insurance

Flexible spending accounts

Parental leave

Employee Assistance Program

Home office setup allowance

Learning reimbursement

Job summary

VGS is seeking a senior HR business partner to partner with leaders across the organization, shaping workforce strategy and people programs in a remote-first environment. You will coach managers, lead performance and compensation processes, enable organizational design, and ensure compliant practices in California and multi-state contexts.

The role emphasizes data-driven decisions, strong communication, and a low-ego, execution-focused mindset, with hybrid work near San Francisco and US-wide

Qualifications

• 7+ years of progressive HR experience in an HRBP, People Partner, or broad HR generalist role supporting leaders and employees.
• Experience advising senior leaders and coaching managers through complex employee relations and talent decisions.
• Working knowledge of California and multi-state U.S. employment practices; ability to identify when legal guidance is needed.
• Experience owning or contributing to performance reviews, compensation planning, promotions, and workforce planning.
• Strong business acumen; ability to connect people data and feedback to priorities and recommendations.
• Excellent written and verbal communication, facilitation skills, and ability to adapt across employees, managers, and executives.

Responsibilities

• Business partnership and organization effectiveness: advise leaders on organization design, role clarity, and workforce planning.
• Manager coaching and employee relations: support managers through performance, feedback, investigations, and concerns.
• Performance and talent management: lead performance reviews, goal setting, talent reviews, and development planning.
• Compensation and leveling: collaborate on pay decisions, promotions, and retention actions.
• Organizational change: plan reorganizations and leadership transitions with clear communication.
• Employee experience and culture: listen to employees and surface actionable themes.
• People programs and operations: translate programs into effective execution within the business.
• Insights and risk management: use workforce data to identify trends and provide recommendations.

Skills

HRBP experience

Leadership coaching

Workforce planning

Analytical skills

Communication

Organizational design

Job description

What you will be doing at VGS (Responsibilities)...

• Business partnership and organization effectiveness. 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.
• Manager coaching and employee relations. 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.
• Performance and talent management. 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.
• Compensation and leveling. 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.
• Organizational change. 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.
• Employee experience and culture. 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.
• People programs and operations. 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.
• Insights and risk management. 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.

What we are looking for from you (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

How success will be measured

• Leaders receive timely, clear, and business-grounded advice—and become more capable people managers over time.
• Employee matters are handled consistently, respectfully, and with appropriate urgency, documentation, and follow-through.
• Talent, performance, compensation, and organizational decisions are better calibrated and supported by useful data and clear frameworks.
• People programs land effectively within supported teams, with strong cross-functional coordination and fewer ownership gaps.
• Emerging organizational risks and employee themes are identified early and translated into practical action.

$120,000 - $155,000 a year

What you get from us…

• Flexible work hours and flexible PTO
• 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
• New hire home office set-up allowance
• Professional learning reimbursement

At VGS, we have a remote-first philosophy because we believe flexibility leads to great work and a healthy work-life balance. That said, if you live within 30 miles of one of our office locations, you’ll be on a hybrid schedule with some in-person time—because we know there’s real value in coming together.

We’re not about being in the office every day—but we are about connection, collaboration, and the energy that comes from a great brainstorm, a team lunch, or celebrating a big win in person.

We consider applicants without regard to race, color, national origin, sex, age, religion, sexual orientation, gender identity, veteran status, marital status, physical or mental disability, or other protected classes under all local, state, and federal laws and ordinances (AA/EOE/W/M/Vet/Disabled).

Qualified applicants with arrest and conviction records will be considered for the position in accordance with the San Francisco Fair Chance Ordinance.

Visa Sponsorship. The Company does not provide visa sponsorship for this role. Candidates must be legally authorized to work in the United States at the time of hire and throughout their employment. Individuals with temporary visas such as E, F-1 (including those with OPT or CPT), H-1, H-2, L-1, B, J, or TN, or who need sponsorship for work authorization now or in the future, are not eligible.