Lead People Business Partner, Post Sales

About the role

You will serve as the senior-most dedicated people partner to the SVP of Post-Sales and their leadership team across Account Management, Customer Success, and Support, acting as a trusted advisor and coach as Vanta scales a world-class post-sales organization. This role is primarily focused on partnering with Director+ leaders, though you may work with leaders at other levels as needs arise within a fast-growing environment. You will combine deep People Business Partner expertise with strong business acumen to help Post-Sales leaders build healthy, high-performing teams that can execute at scale. In this capacity, you will partner directly with leaders on organizational design, talent strategy, and change management while also being hands-on with complex performance and employee relations matters. You will ensure the function has the structure and support it needs to scale effectively over time. Vanta's Post-Sales organization is responsible for ensuring customers realize ongoing value from Vanta, driving retention, expansion, and an excellent customer experience as the company grows. You will be a thought partner that helps leaders navigate ambiguity while maintaining a high-performance culture across the global post-sales function.

Key facts

What you'll do

• 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 including 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 such as 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.
• Analyze complex organizational dynamics and provide frameworks for decision-making that align with Vanta's mission of earning and proving trust.
• Collaborate with Recruiting to build talent pipelines that reflect the specific needs of a scaling post-sales organization in a remote-first environment.
• Interpret customer health signals and translate them into workforce insights that support retention and capacity planning.
• Drive initiatives that improve manager capability and consistency across distributed teams, ensuring clear feedback and development pathways.
• Support the design and implementation of change programs that improve workflow, tooling, and collaboration across post-sales processes.

Requirements

• 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 organizational strategy.
• Deep expertise in HR fundamentals including 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 organization such as retention, NRR, customer health, and capacity, and curiosity to understand how the business operates.
• Experience leading organizational 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 such as compensation, leveling, and organizational changes rather than relying on ad hoc judgment calls.
• Comfortable operating with minimal direction and able to independently structure an approach to loosely-scoped or ambiguous asks from senior leaders.
• Comfortable 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 sleeves and getting things done in a complex, matrixed environment.
• Open to using AI to amplify skills and strengthen work, demonstrating curiosity, a willingness to learn, and sound judgment in applying AI responsibly to improve efficiency.
• Commitment to maintaining confidentiality and exercising sound judgment when handling sensitive employee and business information.
• Willingness to engage in hands-on work when necessary to unblock critical people initiatives and support the broader leadership team.