Valon Senior People Business Partner for Deployment teams at Valon, focusing on organization design, workforce planning, and talent programs. Acts as a trusted partner to leaders and builds scalable people programs.
Responsibilities
Be the People Partner for the teams that make Valon work: the ones deploying ValonOS, the ones selling it, and the ones running the company behind them.
This is a hands-on role for someone who can move between a senior leader conversation, a manager coaching session, and the details of shipping a program. You will work closely with the People team along with key stakeholders within Deployment and G&A.
Why this role matters
Most People Partner roles tune an organization that is already stable. This one asks you to help build the organization while it is running.
Our Deployment teams migrate decades-old regulated operations onto ValonOS. One client called it “open-heart surgery while the patient is still walking around.” Timelines are tight, executives are watching, and many of the managers leading the work are managing for the first time. GTM is growing beyond founder-led sales. G&A supports a company whose business model is changing in real time.
That creates people problems that keep repeating: roles that need redefining after a reorg, managers who need better tools for feedback and delegation, talent decisions that need a consistent process. Your job is to spot the patterns and turn them into programs and operating rhythms that scale. The work sits close to company strategy, is visible to the executives you partner with, and lets you point to exactly what changed because of it.
Partner with Deployment and Implementation leaders
Advise leaders on team structure, role clarity, spans and layers, workforce planning, headcount, and growth.
Help leaders navigate reorganizations, operating-model changes, and the periods of re-onboarding and clarification that follow them.
Bring a clear point of view on manager effectiveness, team health, retention, and talent risks.
Translate business plans and operating challenges into practical people decisions.
Build manager capability and learning programs
Qualification
8+ years of experience in an HRBPExperience with organization designSynthesize people dataStrong written and verbal communication
Required
8+ years of experience in an HRBP, People Partner, or equivalent role, with meaningful experience advising senior leaders and executives.
Experience supporting an operationally complex organization such as deployment, implementation, professional services, operations, or a similarly cross-functional environment.
A track record of building and shipping people programs, especially manager development, learning and development, performance, talent, or organizational change programs.
Strong judgment and comfort operating in ambiguity, with the ability to move from strategy to execution without losing the thread.
Excellent manager-coaching skills and the ability to earn trust while being direct about hard issues.
Hands-on experience independently managing employee-relations matters, including investigations, performance and conduct issues, and manager coaching.
Experience with organization design, workforce planning, performance management, talent reviews, and change management.
Synthesize people data, employee and manager feedback, and business context to diagnose root causes, recommend targeted action, and measure impact.
An AI-forward mindset and practical fluency with AI tools; able to identify where AI can improve People programs, manager enablement, and team workflows while protecting confidential employee information and keeping human judgment central.
Strong written and verbal communication, discretion, and empathy.
Willingness to work in person with the team in New York City.
Mortgage or financial-services experience is helpful, but not required. You do need to learn a complex business quickly and care about how the work gets done.
