Senior Employee Relations Partner

Job Description

Lead end-to-end investigations into complex employee relations matters (e.g., misconduct, discrimination, retaliation, policy violations)

Conduct structured interviews, assess credibility, synthesize evidence, and produce clear, legally defensible findings and recommendations

Partner closely with Legal to manage risk, escalation thresholds, and compliance requirements

Ensure consistent application of policies globally, accounting for regional legal and cultural differences

Advise on high-risk performance cases, including PIPs, coaching plans, and involuntary separations

Support differentiation between performance vs. capability vs. organizational/system issues in partnership with HRBPs

Drive consistency in disciplinary actions and ensure fairness across managers and teams

Act as a subject matter expert in employment law (multi-state and global) and internal policy frameworks

Own ER case governance, including escalation pathways and decision frameworks

Coach managers on: Feedback delivery and documentation Navigating difficult conversations When and how to escalate ER matters

Partner with Sr. HRBPs to align ER decisions with broader talent, calibration, and organizational outcomes

Provide real-time case consultation for ambiguous or sensitive situations

Analyze ER case data to identify patterns by manager, function, or region

Repeat manager risk patterns Policy gaps Organizational friction points

Drive improvements to ER playbooks, templates, and workflows

Design and deliver manager education on: Performance management rigor Documentation standards Bias mitigation and fair process

Build scalable tools (templates, guides, intake frameworks) that improve quality and consistency of ER handling

Partner with HRBPs to elevate overall organizational capability in managing performance and ER proactively

Recommends outcomes, risk mitigation strategies, and disciplinary actions

Owns ER process integrity, case quality, and documentation standards

Escalates high-risk decisions to HRBPs, Legal, or leadership as appropriate

Qualifications

• 5+ years of progressive HR experience with at least 3 years in a dedicated Employee Relations or HR compliance role
• Demonstrated experience leading workplace investigations independently from intake through resolution
• Working knowledge of multi-state employment law and regulatory compliance requirements
• Proven ability to manage sensitive, high-risk cases with discretion and sound judgment
• Strong written communication skills — able to produce clear, legally-defensible documentation

Preferred Experience

• In a global SaaS/technology, or pre-IPO company environment
• Experience partnering with HRBPs in a global, matrixed org
• PHIR, SPHR, SHRM-CP, or SHRM-SCP certification
• Experience using HRIS platforms (Workday, Rippling, or similar) and case management tools

Required Skills

• Employee Relations, HR Business, HR Strategy, Human Resources Consulting, Leadership Training and Development, Organizational Development (OD), Recruiting, Succession Planning, Talent Management, Workforce Planning

Pay

The expected salary range for this role is between $112,000 and $168,000. The final offered salary will be based on several factors, including but not limited to the candidate's depth of experience, skill set, qualifications, and internal pay equity.