Director, People Business Partners
Vast · Long Beach, CA · 1 mo ago
On-siteBusiness Development$184k–$240k/yrFull-time
We need to output HTML fragment with sections: About the role? The posting includes description of company and role. We need sections: maybe About the role (intro), Responsibilities, Requirements (Minimum Qualifications), Preferred Skills & Experience, Additional Requirements, Pay, Benefits. Also maybe Qualifications? The instructions: Use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). Use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). Use - for any list of duties/requirements/benefits, and
for prose. Do NOT repeat the job title as a heading (the page already shows it) and do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short
or drop it. Preserve ALL substantive information; do NOT invent or summarize away detail. Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. IMPORTANT: include a section ONLY when the posting has real, specific content for it — never emit a heading followed by filler/placeholder text (e.g. "commensurate with experience", "not specified", "N/A", "varies", "TBD") and never create Pay/Schedule/Benefits sections unless the posting actually states them. Prefer a few substantive sections over many thin ones. Output ONLY the HTML fragment — no /, no markdown code fences.
We need to include sections only if there is real specific content. The posting includes:
- Intro description about Vast and role: could be "About the role" (or maybe "About the role" is appropriate). We'll include that as a
with paragraph(s) summarizing the role description (but we must preserve all substantive info, not summarize away detail). However we cannot invent or summarize away detail; we need to preserve all substantive information. That means we need to keep the details, not just a summary. But we can put them in paragraphs under the heading. That's fine.
- Responsibilities: a list of bullet points. We'll output Responsibilities
then - each bullet.
- Requirements: Minimum Qualifications bullet list. We'll output
Requirements
then .
- Preferred Skills & Experience: maybe Preferred Skills
or Skills
. The instruction list includes Skills as a possible heading. We'll use Preferred Skills
(or just Skills). We'll include bullet list.
- Additional Requirements: maybe Additional Requirements
(not in list but we can still use heading? The instruction says use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It gives examples but not exclusive. We could still use Additional Requirements as heading; but they said "e.g." implying those are typical but not exclusive. Safer to stick to those examples. However Additional Requirements could be folded into Requirements or maybe we can omit as separate section and include its content under Requirements or maybe under a separate heading like "Additional Requirements" is okay. The instruction: "Use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." It doesn't forbid other headings, but to be safe we could incorporate Additional Requirements into Requirements or maybe under a separate heading like "Additional Requirements" still using . I'd say it's fine.
- Pay: The posting includes Pay Range details. So we need a Pay section. Use Pay
then paragraph(s) with the pay ranges.
- Benefits: The posting includes benefits description. So we need Benefits section. Use Benefits
then list of benefits.
- Schedule: Not mentioned; we should not create Schedule section.
- Qualifications: Could be same as Requirements; but we already have Requirements. Could also have Qualifications separate but we can avoid duplication.
We must not include boilerplate like EEO, export control, equal opportunity, etc. Remove those.
We must not include duplicated lines.
We must preserve all substantive information: that means we need to keep all bullet points exactly as given (or close). We must not omit any bullet.
Let's extract content.
First, the intro description before responsibilities: It includes many sentences about Vast, role, etc. We'll put that under About the role.
Let's copy the relevant paragraphs:
"Vast is developing next-generation space stations and space infrastructure using an incremental, hardware-rich, and low-cost approach. Vast is rapidly developing its multi-module Haven Station to ensure a continuous human presence in space for America and its allies, enabling advanced microgravity research and manufacturing, and unlocking a new space economy for government, corporate, and private customers. Haven Demo’s 2025 success made Vast the only operational commercial space station company to fly and operate its own spacecraft. Next, Haven-1 is expected to become the world’s first commercial space station when it launches in 2027, followed by additional Haven modules. Additionally, the company recently announced Vast Satellite, a high-power satellite product line leveraging its space station components and the heritage of Haven Demo. Headquartered in Long Beach, California, and with more than 1,000 employees and over a billion dollars in private capital, Vast has built the facilities required to manufacture and operate America’s next space station. The company plans to develop future habitats and systems for the Moon and Mars, dedicated space stations for government partners, and other crewed systems that will unlock the expanding long-term space economy. Vast is looking for a Director, People Business Partners to lead our People Business Partner team, reporting into the Chief People Officer. The People Team drives our values of respect, curiosity, action, and excellence across our diverse teams and workforce in multiple locations. We work together to empower our teams to hire and retain thoughtful and passionate innovators, help people do their best work, grow their careers, and build healthy and productive workspaces in a safe and cohesive community. As Director, you will lead the team of People Business Partners (currently ~7 team members) , who serve as the primary People Team interface to every organization at Vast, from Engineering and Manufacturing to Mission Operations and corporate functions. You will set the strategy, standards, and operating rhythm for how business partnering is delivered across a company that is growing quickly in headcount, geography, and product scope: Vast today operates across California, Houston, Washington, D.C., Japan, and France, and is building a multi-product business spanning Haven space stations, Vast Satellite, and future products still to come. You will coach a high-performing team of practitioners and act as a trusted advisor to executive leaders on organizational design, talent, and change during a period of rapid growth and mission-critical milestones. This role may be leveled as Senior Director for a candidate with the depth and breadth of experience to match. This will be a full-time, exempt position located at our Long Beach location."
That's the About the role content.
Now Responsibilities bullet list:
- Develop and own the People Business Partner strategy and multi-year operating model for the team, defining how business partnering scales with Vast's continued growth in headcount, sites, and product lines, and evolving team structure, coverage, and capability to stay ahead of the business.
- Lead, develop, and inspire the People Business Partner team, setting clear priorities, coaching for impact, and building the capability and career growth of each team member.
- Serve as a strategic advisor to Vast's executive leaders and their teams on organizational design, workforce planning, leadership effectiveness, talent management, and change leadership as the company scales.
- Define and continuously improve the People Business Partner operating model — including coverage, service standards, escalation paths, and how the team engages with Centers of Excellence such as Talent Acquisition, Total Rewards, People Operations, Talent Development, and Employee Relations.
- Drive alignment, clear ownership, and successful execution of company-wide people programs through the PBP team, including performance management, goal setting, cyclical performance & compensation cycles and succession planning
- Translate business strategy into people strategy, partnering with leaders to anticipate organizational needs ahead of major program and production milestones.
- Bring a strategic, enterprise-wide mindset to Vast's geographic footprint, designing business partner coverage and practices that work across our locations in California, Houston, Washington, D.C., Japan, and France, and partnering with Legal, People Operations, and local leadership to navigate differing employment frameworks, cultural norms, and growth trajectories at each site.
- Support Vast's evolution into a multi-product company, partnering with leaders across Haven space stations, Vast Satellite, and future product lines to shape organizational structures, talent strategies, and ways of working that allow each business to scale while sharing a common culture and people infrastructure.
- Coach senior leaders and managers on building high-performing, inclusive teams, navigating complex organizational dynamics and changes, and delivering meaningful performance feedback.
- Champion employee engagement across the company, using survey data, exit and stay insights, and frontline feedback to shape action plans and measure progress.
- Leveraging and driving people analytics as a core practice within the team, ensuring high data accuracy in our HR systems and using people data to proactively identify trends, inform decisions, and tell a clear story to leadership.
- Partner with Legal and Employee Relations to ensure compliant, consistent, and fair practices across a multi-site workforce with a significant hourly population.
- Build scalable, efficient HR workflows and processes that keep pace with the growth of the business without sacrificing quality or care for our people.
- Model and reinforce our cultural values of respect, curiosity, action, and excellence in all interactions.
Now Minimum Qualifications bullet list:
- Bachelor's degree in human resource management, business, or a related field, or equivalent years of experience.
- 12+ years of progressive HR experience, including 6+ years in a Business Partner capacity supporting senior and executive leaders.
- 5+ years of experience directly managing and developing a team of HR Business Partners.
- Demonstrated success partnering with executives on organizational design, workforce planning, and leading teams through significant change.
- Experience in a start-up or a fast-paced, high-growth, hardware, or manufacturing environment.
- Deep expertise across core HR domains, including performance management, talent management, compensation planning, and employee relations.
- Strong understanding of California wage & hour and employment law.
- Exceptional judgment, discretion, and the ability to influence at all levels of the organization.
Now Preferred Skills & Experience bullet list:
- Experience leading a People Business Partner function in an aerospace, defense, or complex hardware manufacturing company.
- Experience supporting Manufacturing or operations-heavy groups with large hourly workforces across multiple sites.
- Track record of scaling an HRBP team and operating model through a period of rapid headcount growth and change.
- Experience supporting teams in international locations.
- Strong knowledge of and experience with HR systems and people analytics tools.
- SHRM-SCP, SPHR, or equivalent certification.
- Ability to prioritize competing demands and lead a team through ambiguity in a dynamic, evolving environment.
Now Additional Requirements bullet list:
- Ability to travel to other Vast locations (Mojave, Hawthorne, etc.) as required.
- Willingness to work flexible hours to support critical mission milestones and international offices as needed.
Now Pay section:
- Pay Range Director, People Business Partners: $184,000 - $240,000
- Senior Director, People Business Partners: $217,000 - $275,000
- Pay Range: California $184,000—$275,000 USD
- We calibrate level and compensation to the selected candidate's experience and demonstrated capability.
- We welcome applicants across a range of experience levels to apply.
Also later: "Compensation And Benefits Base salary will vary depending on job-related knowledge, education, skills, experience, business needs, and market demand. Salary is just one component of our comprehensive compensation package." That's more prose about compensation. We'll include that in Pay section maybe as paragraph.
Now Benefits section bullet list
for prose. Do NOT repeat the job title as a heading (the page already shows it) and do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short
or drop it. Preserve ALL substantive information; do NOT invent or summarize away detail. Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. IMPORTANT: include a section ONLY when the posting has real, specific content for it — never emit a heading followed by filler/placeholder text (e.g. "commensurate with experience", "not specified", "N/A", "varies", "TBD") and never create Pay/Schedule/Benefits sections unless the posting actually states them. Prefer a few substantive sections over many thin ones. Output ONLY the HTML fragment — no /, no markdown code fences. We need to include sections only if there is real specific content. The posting includes: - Intro description about Vast and role: could be "About the role" (or maybe "About the role" is appropriate). We'll include that as a
with paragraph(s) summarizing the role description (but we must preserve all substantive info, not summarize away detail). However we cannot invent or summarize away detail; we need to preserve all substantive information. That means we need to keep the details, not just a summary. But we can put them in paragraphs under the heading. That's fine.
- Responsibilities: a list of bullet points. We'll output Responsibilities
then - each bullet.
- Requirements: Minimum Qualifications bullet list. We'll output
Requirements
then .
- Preferred Skills & Experience: maybe Preferred Skills
or Skills
. The instruction list includes Skills as a possible heading. We'll use Preferred Skills
(or just Skills). We'll include bullet list.
- Additional Requirements: maybe Additional Requirements
(not in list but we can still use heading? The instruction says use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It gives examples but not exclusive. We could still use Additional Requirements as heading; but they said "e.g." implying those are typical but not exclusive. Safer to stick to those examples. However Additional Requirements could be folded into Requirements or maybe we can omit as separate section and include its content under Requirements or maybe under a separate heading like "Additional Requirements" is okay. The instruction: "Use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." It doesn't forbid other headings, but to be safe we could incorporate Additional Requirements into Requirements or maybe under a separate heading like "Additional Requirements" still using . I'd say it's fine.
- Pay: The posting includes Pay Range details. So we need a Pay section. Use Pay
then paragraph(s) with the pay ranges.
- Benefits: The posting includes benefits description. So we need Benefits section. Use Benefits
then list of benefits.
- Schedule: Not mentioned; we should not create Schedule section.
- Qualifications: Could be same as Requirements; but we already have Requirements. Could also have Qualifications separate but we can avoid duplication.
We must not include boilerplate like EEO, export control, equal opportunity, etc. Remove those.
We must not include duplicated lines.
We must preserve all substantive information: that means we need to keep all bullet points exactly as given (or close). We must not omit any bullet.
Let's extract content.
First, the intro description before responsibilities: It includes many sentences about Vast, role, etc. We'll put that under About the role.
Let's copy the relevant paragraphs:
"Vast is developing next-generation space stations and space infrastructure using an incremental, hardware-rich, and low-cost approach. Vast is rapidly developing its multi-module Haven Station to ensure a continuous human presence in space for America and its allies, enabling advanced microgravity research and manufacturing, and unlocking a new space economy for government, corporate, and private customers. Haven Demo’s 2025 success made Vast the only operational commercial space station company to fly and operate its own spacecraft. Next, Haven-1 is expected to become the world’s first commercial space station when it launches in 2027, followed by additional Haven modules. Additionally, the company recently announced Vast Satellite, a high-power satellite product line leveraging its space station components and the heritage of Haven Demo. Headquartered in Long Beach, California, and with more than 1,000 employees and over a billion dollars in private capital, Vast has built the facilities required to manufacture and operate America’s next space station. The company plans to develop future habitats and systems for the Moon and Mars, dedicated space stations for government partners, and other crewed systems that will unlock the expanding long-term space economy. Vast is looking for a Director, People Business Partners to lead our People Business Partner team, reporting into the Chief People Officer. The People Team drives our values of respect, curiosity, action, and excellence across our diverse teams and workforce in multiple locations. We work together to empower our teams to hire and retain thoughtful and passionate innovators, help people do their best work, grow their careers, and build healthy and productive workspaces in a safe and cohesive community. As Director, you will lead the team of People Business Partners (currently ~7 team members) , who serve as the primary People Team interface to every organization at Vast, from Engineering and Manufacturing to Mission Operations and corporate functions. You will set the strategy, standards, and operating rhythm for how business partnering is delivered across a company that is growing quickly in headcount, geography, and product scope: Vast today operates across California, Houston, Washington, D.C., Japan, and France, and is building a multi-product business spanning Haven space stations, Vast Satellite, and future products still to come. You will coach a high-performing team of practitioners and act as a trusted advisor to executive leaders on organizational design, talent, and change during a period of rapid growth and mission-critical milestones. This role may be leveled as Senior Director for a candidate with the depth and breadth of experience to match. This will be a full-time, exempt position located at our Long Beach location."
That's the About the role content.
Now Responsibilities bullet list:
- Develop and own the People Business Partner strategy and multi-year operating model for the team, defining how business partnering scales with Vast's continued growth in headcount, sites, and product lines, and evolving team structure, coverage, and capability to stay ahead of the business.
- Lead, develop, and inspire the People Business Partner team, setting clear priorities, coaching for impact, and building the capability and career growth of each team member.
- Serve as a strategic advisor to Vast's executive leaders and their teams on organizational design, workforce planning, leadership effectiveness, talent management, and change leadership as the company scales.
- Define and continuously improve the People Business Partner operating model — including coverage, service standards, escalation paths, and how the team engages with Centers of Excellence such as Talent Acquisition, Total Rewards, People Operations, Talent Development, and Employee Relations.
- Drive alignment, clear ownership, and successful execution of company-wide people programs through the PBP team, including performance management, goal setting, cyclical performance & compensation cycles and succession planning
- Translate business strategy into people strategy, partnering with leaders to anticipate organizational needs ahead of major program and production milestones.
- Bring a strategic, enterprise-wide mindset to Vast's geographic footprint, designing business partner coverage and practices that work across our locations in California, Houston, Washington, D.C., Japan, and France, and partnering with Legal, People Operations, and local leadership to navigate differing employment frameworks, cultural norms, and growth trajectories at each site.
- Support Vast's evolution into a multi-product company, partnering with leaders across Haven space stations, Vast Satellite, and future product lines to shape organizational structures, talent strategies, and ways of working that allow each business to scale while sharing a common culture and people infrastructure.
- Coach senior leaders and managers on building high-performing, inclusive teams, navigating complex organizational dynamics and changes, and delivering meaningful performance feedback.
- Champion employee engagement across the company, using survey data, exit and stay insights, and frontline feedback to shape action plans and measure progress.
- Leveraging and driving people analytics as a core practice within the team, ensuring high data accuracy in our HR systems and using people data to proactively identify trends, inform decisions, and tell a clear story to leadership.
- Partner with Legal and Employee Relations to ensure compliant, consistent, and fair practices across a multi-site workforce with a significant hourly population.
- Build scalable, efficient HR workflows and processes that keep pace with the growth of the business without sacrificing quality or care for our people.
- Model and reinforce our cultural values of respect, curiosity, action, and excellence in all interactions.
Now Minimum Qualifications bullet list:
- Bachelor's degree in human resource management, business, or a related field, or equivalent years of experience.
- 12+ years of progressive HR experience, including 6+ years in a Business Partner capacity supporting senior and executive leaders.
- 5+ years of experience directly managing and developing a team of HR Business Partners.
- Demonstrated success partnering with executives on organizational design, workforce planning, and leading teams through significant change.
- Experience in a start-up or a fast-paced, high-growth, hardware, or manufacturing environment.
- Deep expertise across core HR domains, including performance management, talent management, compensation planning, and employee relations.
- Strong understanding of California wage & hour and employment law.
- Exceptional judgment, discretion, and the ability to influence at all levels of the organization.
Now Preferred Skills & Experience bullet list:
- Experience leading a People Business Partner function in an aerospace, defense, or complex hardware manufacturing company.
- Experience supporting Manufacturing or operations-heavy groups with large hourly workforces across multiple sites.
- Track record of scaling an HRBP team and operating model through a period of rapid headcount growth and change.
- Experience supporting teams in international locations.
- Strong knowledge of and experience with HR systems and people analytics tools.
- SHRM-SCP, SPHR, or equivalent certification.
- Ability to prioritize competing demands and lead a team through ambiguity in a dynamic, evolving environment.
Now Additional Requirements bullet list:
- Ability to travel to other Vast locations (Mojave, Hawthorne, etc.) as required.
- Willingness to work flexible hours to support critical mission milestones and international offices as needed.
Now Pay section:
- Pay Range Director, People Business Partners: $184,000 - $240,000
- Senior Director, People Business Partners: $217,000 - $275,000
- Pay Range: California $184,000—$275,000 USD
- We calibrate level and compensation to the selected candidate's experience and demonstrated capability.
- We welcome applicants across a range of experience levels to apply.
Also later: "Compensation And Benefits Base salary will vary depending on job-related knowledge, education, skills, experience, business needs, and market demand. Salary is just one component of our comprehensive compensation package." That's more prose about compensation. We'll include that in Pay section maybe as paragraph.
Now Benefits section bullet list
Requirements
then- .
- Preferred Skills & Experience: maybe