Senior HR Business Partner

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. \n $120,000 - $155,000 a year \n What you get from us… Flexible work hours and flexible PTO Competitive health

benefits 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 Home Internet reimbursement 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.

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