Senior HR Business Partner

VGS is the world's leader in payment tokenization. Large banks, aspiring fintechs, and growing merchants embed our universal token vault into their technology stack to manage the complexities of payment data tokenization across processors and networks, open banking, card issuance, omnichannel loyalty, PCI compliance, payment orchestration, and more. We empower our clients and partners by tokenizing sensitive payment data, limiting compliance scope, and consolidating payments to unlock revenue and business opportunities.

VGS provides processor-agnostic tokenization solutions via secure universal token vaults, iframes, mobile SDKs, tokenization proxies, APIs, and data orchestration tooling to support payment acceptance, card issuance, PII and bank account tokenization, and other payments value-added services. Some of the use cases we enable include multi-processor Network Tokenization, Account Updater, payment orchestration, secure settlement file processing, 3DS, and Risk provider connectivity.

VGS is looking for a Senior HR Business Partner who can pair trusted counsel with hands-on execution. You will support leaders and employees across technical and business functions, translate business priorities into practical people plans, and help VGS build healthy, accountable teams through change and growth.

This is a broad generalist role for an experienced partner who is equally comfortable advising a leader on organization design, coaching a manager through a difficult performance conversation, reviewing people data, and driving a people program to completion. You will support Engineering, Product, Infrastructure, Go-to-Market, or other technical teams in a scaling technology company.

We are prioritizing candidates based in the Bay Area to support in-person partnership with leadership teams.

• 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.

• 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,…