People Business Partner, Revenue

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