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Salary: USD 160,000 - 190,000 / annual
Vesta is rebuilding the mortgage loan origination system (LOS) from the ground up with AI at its core. Founded by early Blend employees, the company has raised $55M from top-tier investors including Andreessen Horowitz and Bain Capital Ventures. The mission is to transform mortgage lending into a fully automated process, replacing antiquated tools like fax machines and manual documentation with modern, AI-augmented infrastructure.
As Senior Manager of People, you will own two primary areas: (1) building the platforms and frameworks that enable scaling, and (2) serving as a trusted HR business partner to the manager tier, particularly engineering managers.
Platform and Program Ownership:
- Design and implement the company-wide leveling framework, defining what each level means across all functions, establishing promotion criteria, and ensuring consistency as the company grows.
- Develop Vesta's people development philosophy and turn it into practice through development plans, promotions, calibrations, and career conversations.
- Build a management development program that transforms new managers into effective leaders.
- Own compensation philosophy: how the company pays, structures cash/equity/bonus, and maintains clarity and trust as the organization scales.
HR Business Partnership:
- Partner directly with managers (initially engineering-focused, expanding across the company) on performance management, compensation calibration, promotions, employee relations cases, and difficult people conversations.
- Build trust as the go-to advisor for managers navigating complex situations.
Foundational Operations:
- Own employee relations: handle cases directly and create repeatable frameworks and playbooks.
- Manage multi-state US employment law compliance, policies, records, and filings to enable confident scaling.
You are strategic rather than procedural—you rebuild broken processes rather than repeat them. You have deep experience partnering with managers, creating developmental frameworks that make them genuinely effective, and designing leveling architectures that hold under pressure. You're the person managers bring uncomfortable situations to, and you tell them what's actually happening.
Requirements:
The posting does not explicitly state years of experience or specific certifications required. However, the role expects demonstrated expertise in: designing and implementing leveling frameworks at scale; developing people development programs; compensation philosophy and strategy; multi-state employment law and compliance; building trust with manager populations; and the ability to partner strategically with leadership during high-growth phases.
