营收部门人力资源业务伙伴

At Vanta, our mission is to help businesses earn and prove trust. We believe that security should be monitored and verified continuously, and we empower companies to practice better security and prove it with ease. Vanta has a kind and talented team, and while some have prior security experience, many have been successful at Vanta without it. We are looking for an exceptional People Business Partner (PBP) to support Vanta’s Sales organization, partnering with our SDR, Account Executive, and Account Management teams. You’ll play a critical role in accelerating Vanta’s growth by helping Sales leaders build, develop, and retain high-performing teams. You will own the day-to-day People partnership for Managers and Senior Managers across SDR, AE, and AM, while partnering closely with a Lead PBP—who supports senior Sales leadership—to ensure broader people priorities are executed consistently and insights from the organization inform the overall Sales people strategy. You will be embedded in the day-to-day rhythm of the Sales organization - coaching leaders, navigating performance and employee relations matters, delivering core People programs, and using data to identify opportunities and risks. In partnership with the Lead PBP and cross-functional People teams, you will help ensure our people practices support the business outcomes Sales is accountable for. We’re looking for a thoughtful, practical, and business-minded PBP who can build trust quickly, exercise sound judgment, and turn insight into action. What you’ll do as a Lead People Business Partner, Post Sales at Vanta: • Serve as a trusted thought partner, consultant, and coach to the SVP of Post-Sales and their leaders across Account Management, Customer Success, and Support

• Serve as the primary point of contact for Director+ leaders across the global Post-Sales organization

• Lead headcount planning for the Post-Sales org in partnership with Finance, RevOps, and Recruiting - from business justification through execution

• Provide guidance and thought leadership on performance management, change management, employee relations, workforce and talent planning, career development, and manager development

• Partner with leaders to foster a high-performance culture, driving initiatives that improve employee performance, engagement, and retention across the post-sales org

• Collect and analyze data - attrition, engagement, performance, and customer health trends - to deliver insights and influence business decisions

• Assess organizational health and effectiveness on a regular basis, identifying opportunities to improve structure, efficiency, and scalability as the org grows

• Drive end-to-end project management and execution of critical People programs - performance reviews, compensation planning, talent reviews, and engagement surveys - for the post-sales client group

• Partner cross-functionally with Talent, People Ops, Legal, Finance, and other GTM PBPs to ensure alignment across the broader Revenue organization

• Act as a senior member of the PBP team, helping shape and evolve PBP programs, policies, and best practices across the function

• Own the day-to-day People partnership for assigned SDR, AE, and AM client groups, independently coaching Managers and Senior Managers and developing a deep understanding of their business goals, operating rhythms, and team dynamics.

• Coach leaders on team effectiveness, performance, feedback, career development, engagement, and change; own manager-level matters while partnering with the Lead PBP and People specialists on senior-leader, systemic, or higher-risk issues.

• Partner with the Lead PBP to connect work across leadership layers—translating broader Sales people priorities into action, surfacing organizational themes and risks, and aligning on high-impact or cross-functional matters.

• Use people and business data to identify trends, share insights, and recommend actions that strengthen performance, retention, manager effectiveness, and overall team health.

• Deliver core People programs—including performance reviews, talent reviews, engagement surveys, and compensation cycles—in a way that reflects the needs and pace of the Sales organization.

• Support employee relations and organizational changes with practical, compliant, and people-centered solutions, while contributing to People & Culture projects that strengthen how we work across Vanta.

How to be successful in this role: • 3+ years of experience as a PBP or HR Business Partner coaching leaders in a fast-paced, high-growth environment

• Experience supporting a GTM organization; familiarity with SDR, AE, and AM teams and the operating rhythms of a revenue organization is strongly preferred

• Strong understanding of HR fundamentals, including employee relations, performance management, talent development, compensation, organizational change, and engagement

• A strong communicator, facilitator, and active listener who can build credibility with frontline and second-line leaders and offer clear, balanced coaching

• Strong business acumen and curiosity about Sales metrics and operating rhythms—including quota attainment, ramp, productivity, capacity, and attrition—with the ability to connect business and people insights to clear, practical recommendations

• Outstanding project management and organizational skills, with a demonstrated bias for action and a willingness to roll up your sleeves to get things done

• Must be authorized to work in the U.S. without the need for current or future employer sponsorship

What you can expect as a Vanta’n: • Industry-competitive salary and equity

• Comprehensive medical, dental, and vision coverage, with 100% of employee-only benefit premiums covered for most medical plans

• 16 weeks paid Parental Leave for all new parents

• Health & wellness stipend

• Remote workspace, internet, and cellphone stipend

• Commuter benefits for team members who report to the SF and NYC office

• Family planning benefits

• Matching 401(k) contribution with immediate vesting

• Flexible PTO policy, plus 80 hours of Sick Time

• 11 company-paid holidays

• Virtual team building activities, lunch and learns, and other company-wide events!

• Offices in SF, NYC, London, Dublin, Tel Aviv, and Sydney

To provide greater transparency to candidates, we share base pay ranges for all US-based job postings regardless of state. We set standard base pay ranges for all roles based on function, level, and country location, benchmarked against similar-stage growth companies. Final offer amounts are determined by multiple factors and may vary based on candidate location, skills, depth of work experience, and relevant licenses/credentials. #LI-remote At Vanta, we are committed to hiring diverse talent of different backgrounds and as such, it is important to us to provide an inclusive work environment for all. We do not discriminate on the basis of race, gender identity, age, religion, sexual orientation, veteran or disability status, or any other protected class. As an equal opportunity employer, we encourage and welcome people of all backgrounds to apply. About Vanta We started in 2018, in the wake of several high-profile data breaches. Online security was only becoming more important, but we knew firsthand how hard it could be for fast-growing companies to invest the time and manpower it takes to build a solid security foundation. Vanta was inspired by a vision to restore trust in internet businesses by enabling companies to improve and prove their security. From our early days automating security monitoring for compliance standards like SOC 2, HIPAA and ISO 27001 to creating the world's leading Trust Management Platform, our vision remains unchanged. Now more than ever, making security continuous—not just a point-in-time check— is essential. Thousands of companies rely on Vanta to build, maintain and demonstrate their trust— all in a way that's real-time and transparent. Referral Instructions If you are being referred for the role, please contact that person to apply on your behalf.