Lead People Business Partner, Post Sales

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. 

As Vanta's Lead People Business Partner for Post-Sales, you'll be the senior-most dedicated people partner to our SVP of Post-Sales and their leadership team across Account Management, Customer Success, and Support - acting as a trusted advisor and coach as we scale a world-class post-sales organization. This role is primarily focused on partnering with our Director+ leaders, though you may work with leaders at other levels as needs arise.

Vanta's Post-Sales organization - spanning Account Management, Customer Success, and Support - is responsible for ensuring our customers realize ongoing value from Vanta, driving retention, expansion, and an excellent customer experience as we grow.

In this role, you'll combine deep People Business Partner expertise with strong business acumen to help Post-Sales leaders build healthy, high-performing teams. You'll partner directly with leaders on org design, talent strategy, and change management, while also being hands-on with complex performance and employee relations matters - ensuring the function has the structure and support it needs to scale.

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

How to be successful in this role:

- 8-10+ years of experience as a People/HR Business Partner, including direct experience supporting senior (VP+) leaders in a fast-paced, high-growth environment

- Experience partnering with Pre-Sales, Customer Success, Account Management, or Support organizations strongly preferred

- Strategic thinker with a strong ability to translate business needs into people initiatives and org strategy

- Deep expertise in HR fundamentals - performance management, employee relations, workforce planning, compensation, and talent development - with awareness of emerging trends

- Strong business acumen with fluency in the metrics that drive a post-sales org - retention, NRR, customer health, and capacity - and curiosity to understand how the business operates

- Experience leading org design and restructuring efforts - including sensitive leadership transitions and change communications - with sound judgment on sequencing and stakeholder management

- Skilled at influencing senior stakeholders without direct authority, and comfortable holding a position diplomatically even under pushback from executives

- Brings structured frameworks to ambiguous or high-stakes decisions (e.g., comp, leveling, org changes) rather than relying on ad hoc judgment calls

- Comfortable operating with minimal direction - able to independently structure an approach to loosely-scoped or ambiguous asks from senior leaders

- Comfort analyzing data and translating it into clear, actionable recommendations, including using AI-enabled tools where data isn't readily available

- A demonstrated track record of bias for action - rolling up your sleeves and getting things done

- Open to using AI to amplify their skills and strengthen their work - demonstrating curiosity, a willingness to learn, and sound judgment in applying AI responsibly to improve efficiency and impact

- 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.