Senior HR Business Partner

Job Description

Job Description

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.

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.

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.

We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.