People Success Partner- Employee Relations

Tekion is a cloud-native, AI-powered platform transforming the automotive retail industry — one of the largest and most complex commerce ecosystems in the world. We are building everything from the ground up: our technology, our culture, our processes, and our people practices. This is not a company that is optimizing what already exists. We are creating what does not yet exist — and we are doing it fast. 

If you are drawn to environments where the work you do today shapes how thousands of people experience work tomorrow — this role was built for you. 

People do their best work when they feel heard, treated fairly, and supported through difficulty. As our Employee Relations Manager (US/CAN/EMEA) — known internally as our People Success Partner — you are the person who makes that possible. 

This is a full-spectrum employee relations role with real ownership and meaningful scope. You will run complex investigations, coach managers for incredible success – including  documenting performance proactively, designing compliance training that actually changes behavior, and own the employee handbook. You are not a support function — you are a strategic one. 

You report directly to the Sr. Director, People Business Partners. You work alongside our People Business Partners, who bring business context to every case. You own the process, the documentation, the training, and the compliance infrastructure. You are the expert this team and this company needs right now. 

• Coach people managers to full success across all client groups. Ensuring Managers are hold employees accountable and ensure they are setting clear expectations. 

• Deliver regular brown bag sessions and manager enablement workshops on: coach hiring managers in proper hiring ways to get the best talent and outcomes (including what they should and shouldn’t say), how to give effective feedback, how to document performance conversations, when and how to use a Performance Improvement Plan, and how to have difficult conversations with confidence 

• Proactively identify managers who are not meeting manager expectations and implement targeted actions to drive improved outcomes 

• Proactively identify employees at risk and conduct deep-dive assessments to address underlying issues 

• Analyze survey data, exit feedback, and related insights to identify management gaps and partner on data-driven action plans to drive measurable improvement 

• Assess capability gaps and determine where additional coaching, training, and enablement are needed to strengthen leadership effectiveness 

• Partner with People Business Partners to identify managers who need coaching and intervene early — turning a potential ER situation into a development opportunity 

• Build a repeatable manager coaching playbook that PBPs can use consistently across all client groups 

• Own all workplace investigations end to end — intake, investigation plan, interviews, findings documentation, and resolution — for all countries we operate in (US, Canada, UK and Germany) 

• Maintain an active case tracker with status, risk level, timeline, and resolution for every open matter 

• Partner closely with People Business Partners who provide business context on each case — you own the process and documentation, they bring the organizational knowledge 

• Work with employment counsel on matters with legal exposure — you will know when to loop in and when to handle independently 

• Escalate complex or high-risk matters to the Sr. Director with a well-packaged summary of facts, risk assessment, and recommended next steps 

• Own the PIP lifecycle across all client groups — documentation, timeline management, manager coaching support, and resolution tracking 

• Partner with PBPs and managers to ensure performance actions are documented correctly, consistently, and in a way that protects the employee and the company 

• Identify patterns in performance management data and surface recommendations to the People team and business leaders 

• Ensure 100% of active PIPs have clear documentation, follow-up actions, and tracked resolution — no case is ever left without a next step 

• Design and own Tekion’s compliance training program covering all federal and state-mandated topics: sexual harassment prevention (California AB 1825 / SB 1343), workplace violence prevention and professional conduct standards. 

• Deliver training across all employee populations in support of our Emtrain platform — ensuring content is engaging, current, and legally compliant in every jurisdiction we operate 

• Track mandatory training completion by department, role, and country — flag gaps proactively and ensure 100% completion of all legally required programs 

• Stay current on federal and state law changes that affect compliance training requirements and update programs accordingly 

• Build a training calendar that anticipates recurring compliance requirements so nothing is reactive 

• Own the Tekion Employee Handbook and all associated policies— initial build, annual review cycle, policy updates, and multi-state and multi-country compliance across US, Canada, UK and Germany. 

Skills can be taught. Experience is transferable. Culture fit is not. This section matters more than any other in this posting — please read it carefully. 

Every investigation is different. Every manager coaching conversation requires you to read the room differently. Every compliance question has a nuance. You do not see the complexity as a burden — you see it as the part of the job that keeps you sharp. You are energized by getting the answer right, not just getting an answer quickly. 

You are not waiting for cases to come to you. You are coaching managers before they create an ER issue. You are building the training calendar before someone asks for it. You are reviewing the handbook before the law changes and you have to scramble. Your instinct is to get ahead of things — always. 

You walk into Tekion knowing there is a lot you do not yet know, and that excites you. You are not here to demonstrate that you already have all the answers. You are here to build infrastructure that does not fully exist yet — and you understand that the first version of everything you create will get better over time. 

The handbook is not done. The compliance training program is not built. The manager coaching playbook does not exist yet. You see this as a canvas, not a complaint. You are energized by the opportunity to build something great, in real time, that will outlast you at this company.You have a growth mindset — and you mean it. 

Not performatively positive. Not "positive on Mondays" positive. Your natural orientation is glass half full — and it holds up under pressure, in hard conversations, and on difficult days. You are the person on the team who raises the energy in the room, not the person who quietly drains it. You coach leaders and employees toward higher engagement and performance — which means you have to model it every single day. The People team sets the bar for what a great culture looks and feels like. That starts with you. 

You love your client groups. And you love your People team. These are not in competition. You invest in People team relationships and the collective success of the function with the same energy you bring to your business unit portfolio. You do not share frustrations about the People team with leaders or employees. You do not position yourself as "different from the rest of HR." You are a champion for the function — publicly, consistently, and without exception. When the team succeeds, you succeed. 

Tekion is building. Processes exist in some places and not others. Systems are evolving. Some things that should be documented aren't. Some things that should be consistent aren't yet. You see this as a canvas, not a complaint. You are the person who identifies a gap and says "let me fix that" — not the person who says "that shouldn't be my job." You build things with positivity and enthusiasm because you understand that what you build today will matter for years. 

You understand the difference between doing tasks for a leader and owning the people health of their organization. You are not waiting to be told what to do. You are showing up with a point of view, an agenda, and a plan. You do the administrative work that sometimes comes with the role — and you do it without complaint — but it is not where you live. You are in the business, knowing it deeply, anticipating what it needs, and driving outcomes that make your client group measurably more successful. 

• Have 5–7 years of employee relations experience with a meaningful investigations portfolio — you have run complex cases involving senior employees and know what it takes 

• SHRM-CP, PHR, or employment law certification 

• Experience at a high-growth SaaS or tech startup where ER volume was high and resources were lean 

• Familiarity with Workday and Emtrain 

• Multi-country ER experience across US, Canada, and EMEA 

• Background supporting a company through rapid headcount growth where policies needed to scale quickly 

• Experience facilitating manager training or brown bag sessions to a mixed-level audience 

We are intentional about these requirements because our environment demands them. Please read carefully before applying. 

This role is based in our Pleasanton, CA office and requires 5 days per week in office. ER work is relationship work. The trust this role requires is built in person. In-office presence is not optional and is not negotiable. Please apply only if you are currently located in or prepared to relocate to the East Bay area. 

This is a demanding, high-ownership role in a company that is growing fast and building constantly. We do not expect perfection. We expect full engagement, sound judgment, and a bias toward getting ahead of things rather than responding to them. If you are energized by real ownership and an environment where great work is noticed — this is the right place. 

This function does not fully exist yet. You will create the investigation process, design the compliance training, write the handbook, and build the manager coaching program. In two years, Tekion’s employees and managers will work differently because of what you built. That is not a small thing.