Senior HR Business Partner

Join VGS as a Senior HR Business Partner, where you will provide trusted counsel and hands-on execution to support leaders and employees across technical and business functions. You will translate business priorities into practical people plans, help build healthy and accountable teams, and drive people programs to completion. This role requires a deep understanding of assigned teams, organization design, manager coaching, performance and talent management, compensation and leveling, organizational change, employee experience and culture, people programs and operations, and insights and risk management. Candidates based in the Bay Area are prioritized for in-person partnership with leadership teams.

• Advising leaders on organization design, role clarity, team effectiveness, workforce planning, and talent priorities.
• Coaching managers through performance, feedback, conflict, attendance, accommodations, leaves, conduct, and workplace concerns.
• Leading the business-facing work for performance reviews, goal setting, talent reviews, succession planning, development planning, promotions, and corrective action.

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