About the roleBe 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.
You will be a trusted partner to leaders across Deployment and Implementation and the builder & owner of a People Programs roadmap for this group. You will help leaders make better decisions about organization design, workforce planning, manager effectiveness, performance, talent, and change-and then turn recurring needs into programs, tools, and operating rhythms that work in practice. This role sits at the intersection of strategic partnership and program building: you will advise Deployment and Implementation leaders while creating the manager and talent practices the organization needs next.
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 is the most interesting People problem you've (probably) never thought aboutMost 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.
What you'll doPartner 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- Create and improve a manager-development program that helps managers delegate, give feedback, manage performance, develop people, and lead through change.
- Build a practical learning and development roadmap for Deployment and Implementation, including manager learning, role-specific development, and career growth.
- Equip managers with playbooks, tools, training, and recurring forums they will actually use.
- Coach managers and leaders directly on difficult people and leadership situations.
Own the People Programs roadmap- Own the annual and quarterly roadmap for manager capability, learning and development, performance and talent practices, and organizational change support for the client group.
- Strengthen performance management, talent reviews, development planning, promotion readiness, and succession thinking.
- Turn recurring employee or manager challenges into scalable programs, templates, and operating rhythms.
- Measure whether programs are improving manager effectiveness, development, retention, engagement, and team health; iterate based on what the data and employees tell us.
Operate as a senior member of the People team- Partner with People Operations, People Relations, Talent Acquisition, and Legal on programs and complex situations.
- Bring structure and judgment to ambiguous, high-stakes, and fast-moving work.
- Use employee and organizational data to identify patterns, prioritize work, and communicate tradeoffs.
- Help the People team build a consistent, high-quality experience for leaders and employees as Valon grows.
What success looks like in the first year- Deployment and Implementation leaders see you as a trusted, high-judgment partner.
- The group has a clear People Programs roadmap with visible ownership, priorities, and measures.
- Managers have stronger tools and habits for feedback, performance, delegation, development, and leading through change.
- A practical learning and development approach is in place and being used.
- Reorganizations and operating-model changes are supported with clearer role definition, communication, and re-onboarding.
- Performance and talent practices are more consistent and useful to leaders and employees.
- You can show what changed, what worked, and where the next investment should go.
What we're looking for- 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.
- Experience with organization design, workforce planning, performance management, talent reviews, and change management.
- Comfort using data to diagnose organizational problems and measure program outcomes.
- 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.
Why this roleThis is an opportunity to shape how a critical operating organization grows at Valon. You will have the scope to influence leaders directly, build the people programs that are still missing or need to mature, and make the manager and employee experience materially better as the company scales.
LocationThis role is based in New York City. We use in-person time as a tool for speed, trust, and hard problem-solving, which matters even more for a role this close to leaders and managers. Expect to be in the NYC office regularly. We do not manage this by rigid attendance rules; we expect people in this role to use judgment about where the work gets done best.
Benefits- Compensation: competitive base salary range of $180K-$225K with a meaningful stake in the company via equity, and 401k plan.
- This Base Compensation pay range applies to our New York City located staff and may differ according to location.
- Health & well-being: we'll invest in your physical and mental well-being with comprehensive medical, dental, & vision benefits
- Commuter benefits: We offer pre-tax deductions for public transportation, rideshare services, and parking expenses to make your commute more affordable and convenient
- Grow together: Company wide orientation for you to successfully onboard and other learning & development opportunities including regular review cycles that feature 360 degree feedback
- Play together: quarterly budgets for team and company outings. Use it for team swag, cooking classes, or team dinners!
- Generous time off: flexible paid time off, sick days, and 11 company holidays
- Baby bonding time!: 12 weeks off for both birthing and non-birthing parents - fully paid so you can focus your energy on your newest addition
Throughout the interview process, please remember that emails will only be from valon.com email addresses. We will never ask for any personally identifiable information during the interview process itself. Please reach out to [redacted] if you have any requests to verify the authenticity of an outreach.
