Senior Employee Relations Partner

Posting Type

Remote/Hybrid

Job Overview

Job Description and Requirements

• 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  
• Ensure performance processes follow structured, documented frameworks with clear expectations, timelines, and success metrics  
• 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
• Ensure rigorous documentation standards and audit readiness across all ER and performance cases   
• Identify and mitigate legal, reputational, and employee experience risks before escalation 
• 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 

This position is eligible for total compensation which includes a competitive base salary, an annual performance bonus, and long-term incentives.

The expected salary range for this role is between following values:

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. Hiring at the top end of the range would not be typical, to allow for future meaningful salary growth in this position.