Senior People Business Partner, Deployment

Valon is the leading AI platform for mortgage servicing, building the AI-native operating system for regulated finance.

Before providing the system of record that powers the entire industry, we built and ran our own mortgage servicer on it. That gave us a real regulated environment to prove our technology could replace the mainframe systems servicers have used for decades. Carrington acquired that servicer and adopted ValonOS as its core platform, allowing us to focus entirely on scaling our SaaS platform.

ValonOS is now on track to power 1 in 6 U.S. mortgages across major mortgage servicers like Newrez, Carrington, and ServiceMac. Every process on the platform is structured and programmable, enabling our AI agents to perform core servicing work, like handling payments, escrow, and homeowner questions, directly within the system's controls.

We recently raised a $150 million Series D at a $2.3 billion valuation by new investor Ribbit Capital, with continued support from existing backer a16z, amongst others.

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.

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.

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.

• 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.

• 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 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.

• Build regular listening loops with employees and managers; synthesize feedback and organizational data into clear themes, prioritized actions, and program improvements.

• Measure whether programs are improving manager effectiveness, development, retention, engagement, and team health; use the evidence to iterate.

• Independently manage employee-relations matters from intake through resolution, including performance and conduct concerns, workplace conflict, and policy interpretation.

• Lead investigations and make sound, timely recommendations, partnering with Legal or People leadership on sensitive or high-risk cases.

• Coach managers through difficult conversations and documentation, ensuring fair and consistent outcomes.

• 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.

• Make evidence-based people decisions: use employee feedback 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.

• 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.

• 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.

• 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.competitive salary with a meaningful stake in the company via equity, and 401(k) plan. The base salary range reflects multiple levels. We assess level based on a combination of experience and interview performance.

• Health & well-being: we’ll invest in your physical and mental well-being with comprehensive medical, dental, & vision benefits.

• Free Food: daily lunch, and dinner provided through Forkable for in-office team members.

• Commuter benefits: pre-tax deductions for public transit, rideshares, and parking to simplify your daily commute.

• 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 with no annual limit, sick days, and 11 company holidays.

• Baby bonding time: 12 weeks of fully paid leave for both birthing and non-birthing parents, so you can spend uninterrupted time welcoming and caring for your newest family member.

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 [email protected] if you have any requests to verify the authenticity of an outreach.

Valon is an equal opportunity employer that is committed to diversity and inclusion in the workplace. We prohibit discrimination and harassment of any kind based on race, color, sex, religion, sexual orientation, national origin, disability, genetic information, pregnancy, or any other protected characteristic as outlined by federal, state, or local laws. Valon makes hiring decisions based solely on qualifications, merit, and business needs at the time.