Sr Manager, People

We're here to change it.

Who we are

Our founding team is no stranger to the complexities of the financial industry. As early employees at Blend, they spent years together focused on creating modern cloud infrastructure for banks. Now, with Vesta, they are transforming the mortgage industry by creating the most flexible, open and automated origination experience, benefiting financial institutions and their customers.

And, we're not alone.

Who you are

You love creating the infrastructure a People function runs on: developmental frameworks that make managers genuinely good at their jobs, leveling architectures that keep a fast-growing company consistent, and comp philosophy that holds under pressure. You've partnered directly with the manager tier and become a trusted collaborator. You're strategic, not procedural: if a loop isn't working, you rebuild it rather than repeat it. You're the person managers bring the uncomfortable stuff to, and who tells them what's actually going on. If you want to be the builder behind a scaling People function, we'd love to meet you.

About the role

This role is structured around two things you'll own end to end. The first is program and platform work: leveling, comp philosophy, and management development. The second is being the trusted HR business partner to our engineering manager tier, with a growing set of managers across the company over time.

Create the platforms

• Design the leveling framework at a company level. Define what each level means and looks like across every function. Set the standards for how someone gets promoted, how leveling stays consistent as new roles are added, and how one function's Level 4 compares to another's. This is the foundation the rest of our development, comp, and performance conversations sit on top of.

• Develop how Vesta develops its people. Form a shared point of view on what success looks like at each level. Turn the leveling framework into real conversations: development plans, promotions, calibration, and honest feedback about where someone is at on their career journey.

• Stand up management development as a program. Managing people isn't a job anyone gets good at by accident. Design the program that turns people who are new to that work into people who are good at it.

• Own comp philosophy. How we pay, how we level, how we structure cash, equity, and bonus. Consistent leveling and clear philosophy matter more as the company gets bigger. Ambiguity here corrodes trust faster than almost anything.

Partner with the manager tier

• Be the trusted HR partner to our managers. Mostly engineering managers today, with a growing manager population across the rest of the company over time. Work with them on performance, comp calibration, promotions, ER cases, development conversations, and the harder people moments.

Keep the foundation running

• Own employee relations. Handle the cases directly, and create the frameworks and playbooks that make good outcomes repeatable as the company grows.

• Own compliance and employment law. Multi state US employment law, policies, records, and filings: the groundwork that lets managers move with confidence and the company scale without surprises.

Benefits and Perks

• Robust medical, vision, & dental coverage (~100% of employee premiums are covered)

• 401(K) plan offering

• Remote-first culture with a hub in the Bay Area and New York

• Generous Work-From-Anywhere & Wellness Benefits

• Monthly Doordash benefits

• Open & encouraged flexible time off

Our cash compensation amount for this role is targeted at $160,000 - $190,000/yr. Final offer amounts are determined by multiple factors including candidate experience and expertise and may vary from the amounts listed above.