Senior HR Business Partner - G&A

Vestwell is the financial technology company powering the new savings economy. The New York City-based fintech platform redefines how people save for the critical aspects of life across retirement, education, and healthcare savings needs. Today, Vestwell enables over 790,000 businesses and more than 2.75 million active savers, with over $57 billion in assets saved across all 50 United States.

Vestwell offers a range of products, including workplace-delivered retirement plans, employer-offered student loan repayment benefits, and various savings accounts for education, emergencies, and individuals with disabilities.

Vestwell's platform serves a diverse clientele, including financial advisers, employers, third-party administrators, financial institutions, payroll providers, government agencies, and individual savers. To learn more, visit vestwell.com

Who Are We Looking For?

Vestwell is looking for a dedicated and self-motivated Senior People (HR) Business Partner, G&A, to join our People Team. We are building a team of world-class talent and are looking for an organizational powerhouse who can collaborate with multiple internal teams and stakeholders. You will manage our full employee life cycle, including onboarding and internal operations. As the People Business Partner for the G&A Organization, which consists of Service & Delivery, Finance, and Legal & Compliance, you will have a front-row seat and a direct impact on the next phase of our growth. The People Business Partner will be responsible for managing the successful partnership and collaboration of the Operations Teams and the People Team. Our ideal candidate is passionate about innovation, embodies our Vestwell Core Values, and takes initiative to ensure the wellbeing and growth of our employees.

What Will You Be Doing?

Day-to-day, You Will Be Expected To

• Serve as a strategic People Partner to leaders and employees within the G&A organization, acting as a trusted advisor and primary point of contact for people-related matters.
• Exercise independent judgment in managing and advising on the full employee lifecycle, including onboarding, offboarding, performance management, compensation and benefits administration, and workforce planning.
• Serve as a trusted change partner to G&A leaders, helping teams navigate organizational shifts through thoughtful communication, stakeholder alignment, and effective change-management strategies.
• Lead and facilitate on-site and hybrid onboarding experiences, lunch-and-learns, and engagement sessions to support employee integration, learning, and connection.
• Ensure ongoing compliance with local, state, and federal employment laws and regulations, applying policy interpretation and judgment to real-world employee scenarios.
• Actively support and help evolve Employee Resource Groups (ERGs) and other inclusion-focused frameworks that strengthen belonging and engagement across the organization.
• Lead employee relations efforts, including conducting investigations, internal audits, and disciplinary meetings, and advising leaders on appropriate, compliant courses of action.
• Assess team capabilities and performance trends to identify development needs, succession considerations, and opportunities for upskilling.
• Partner with Learning & Development to design and deliver targeted training programs and workshops aligned to the unique needs of the G&A organization.
• Remain deeply embedded in the business by attending and leading regular stakeholder meetings, serving as the “eyes and ears” of the organization and surfacing insights that inform leadership decisions.
• Collaborate closely with technical leadership to understand workforce dynamics, team health, and organizational design considerations.
• Partner with Recruiting to forecast hiring needs, support resourcing strategies, and provide insight into workforce changes to enable proactive talent planning.
• Lead the annual Summer Internship Program, including program design, execution, and evaluation, with a focus on talent development and full-time conversion opportunities.
  
  

Requirements

The Necessities:

• 3-5 years of Human Resources / People Operations experience, preferably at a high-growth tech company/start-up
• Experience building, maintaining, and presenting HR data analytics
• High emotional and social intelligence with experience fostering positive, strong relationships with diverse groups of people
• Excellent verbal and written communication skills that demonstrate a high level of professionalism
• Highly organized and detail-oriented; you can handle multiple projects and dynamic priorities without missing a beat
• Experience managing projects independently end-to-end, bringing relevant stakeholders in to contribute where necessary
• Passionate about people and how they function together to create a valuable organization
• Required to be in-office 4 days per week in Vestwell’s King of Prussia office
  
  

The Extras

• Experience working in a high-paced startup environment or SaaS environment
• Prior experience using Rippling
• Experience supporting a hybrid team
  
  

This role will be based in the King of Prussia office, and will be part of Vestwell's hybrid in-office operation.

The expected base salary range for this position is $90K - $110K base. This position is eligible to participate in the Company Bonus Pool and is eligible to receive new hire equity in the Company. Please note that salary bands are based on NY and other similar metro areas and may differ based on where the role is ultimately hired.

Full-Time Employee Benefits

We’re an innovative, high-growth company with an exciting future ahead. At Vestwell, we prioritize employee wellbeing through comprehensive health benefits, generous time off, and a dedicated Employee Wellbeing Committee. Our hybrid work model offers flexibility while providing access to our collaborative offices in Midtown Manhattan, Austin, King of Prussia, and Scottsdale. And, of course, as a company focused on helping people save for the future, we offer a competitive 401(k) plan.

Interview Process

Our interview process starts the same for every candidate with 1-2 introductory conversations to learn more about your background, interests, and what you're looking for, while also giving you the opportunity to learn more about Vestwell and the team. From there, the process varies by role but typically includes a skills or experience-based assessment, such as a coding interview, portfolio review, or deeper discussion of your relevant experience. Successful candidates then move on to a virtual or in-person interview panel. Before extending an offer, we complete a reference check with a current or former manager and a peer. Throughout the process, we prioritize transparency, clear communication, and minimizing surprises.

For your awareness you will only receive correspondence from recruiting@vestwell.com any other domain not ending in vestwell.com is not our Recruitment team.

Vestwell’s Privacy Policy. Attention California residents: In the course of conducting our business and complying with federal, state, and local government regulations governing such matters as employment, tax, insurance, etc., we must collect Personal Information from you. Should you accept employment with Vestwell you may view our California Privacy Rights Act here: Vestwell’s California Privacy Rights Policy.