Employee Relations Business Partner, US
杆将给企业一个地方运行人力资源，IT 和财务。它汇集了所有通常在公司中分散的员工系统，如薪水表，费用，福利和计算机。第一次可以在单一系统中管理和自动化员工生命周期的每个部分。例如，让你登录。使用 Rippling,你可以在世界任何地方雇用新员工并设置他们的薪资表，公司卡，电脑，福利甚至像 Slack 和微软365这样的第三方应用程序。基于加州旧金山，Rippling 已从全球顶级投资者集了1.4亿美元以上，包括克莱纳·珀金斯，创始人基金，塞奎亚，格林诺克和贝德罗克，并被福布斯评为美国最好的初创企业之一。我们优先考虑候选人的安全。请注意所有官方通信将仅来自@Rippling.com 地址发送。关于这一角色，Ripping 正在寻找一个位于美国的员工关系商务合作伙伴加入其的人力资源政策与合规团队来管理员工关系调查。你将密切合作与许多利益相关方，包括 HR Business Partners (HRBPs),法律和商业领导人在员工关系研究上。· 紧密合作与法律部门，确定需要专业的法律团队调查的问题。· 与人力资源商务伙伴，经理和企业领导一起解决员工关系问题以公平，一致，意识到风险以及运营实践的方式。·提供实际的人力资源指导和建议来解决员工担忧，同时支持团队效率，管理人员问责能力和业务连续性。· 制定明确，简洁的文档，包括案例摘要，发现，建议，利益相关者更新，剧本，模板和面向企业指导。· 在断中追踪员工关系活动，主题，解决方案状况和结果。· 确定员工关系问题中的模式，根本原因和新兴风险，并推流程，培训，管理人员教练或政策改进。·帮助开发和维护员工关系运营实践，包括采用标准，升级指南，文件标准，调查协议等；
查看英文原文
About Rippling
Rippling gives businesses one place to run HR, IT, and Finance. It brings together all of the workforce systems that are normally scattered across a company, like payroll, expenses, benefits, and computers. For the first time ever, you can manage and automate every part of the employee lifecycle in a single system.
Take onboarding, for example. With Rippling, you can hire a new employee anywhere in the world and set up their payroll, corporate card, computer, benefits, and even third-party apps like Slack and Microsoft 365—all within 90 seconds.
Based in San Francisco, CA, Rippling has raised $1.4B+ from the world’s top investors—including Kleiner Perkins, Founders Fund, Sequoia, Greenoaks, and Bedrock—and was named one of America's best startup employers by Forbes.
We prioritize candidate safety. Please be aware that all official communication will only be sent from @Rippling.com addresses.
About the role
Rippling is looking for a United States-based Employee Relations Business Partner to join its HR Policy & Compliance Team to manage employee relations investigations.
You will work closely with a number of stakeholders, including HR Business Partners (HRBPs), Legal, and business leaders, on employee relations investigations.
What you will do
- Assess incoming employee relations concerns, determine the appropriate investigative response, and partner with stakeholders to drive timely and thoughtful resolution.
- Partner closely with Legal to identify and escalate matters requiring a dedicated Legal team investigation.
- Work with HR Business Partners, managers, and business leaders to resolve employee relations matters in a way that is fair, consistent, risk-aware, and operationally practical.
- Provide practical HR guidance and recommendations that address employee concerns while supporting team effectiveness, manager accountability, and business continuity.
- Draft clear, concise documentation, including case summaries, findings, recommendations, stakeholder updates, playbooks, templates, and business-facing guidance.
- Track employee relations activity, themes, resolution status, and outcomes in Rippling.
- Identify patterns, root causes, and emerging risks across employee relations matters, and recommend process, training, manager coaching, or policy improvements.
- Help develop and maintain employee relations operating practices, including intake criteria, escalation guidelines, documentation standards, investigation protocols, templates, and cadences.
- Leverage data, AI, and automation to improve employee relations processes, scale case handling, and create better experiences for employees and managers.
- Maintain discretion, confidentiality, neutrality, and professionalism when handling sensitive employee and workplace matters.
What you will need
- 5+ years of experience in employee relations, HR business partnership, HR compliance, workplace investigations, or a related HR role.
- Strong understanding of employee relations principles, workplace conduct standards, HR compliance considerations, and investigation best practices.
- Experience advising managers and business leaders on sensitive employee matters with sound judgment, discretion, neutrality, and empathy.
- Ability to assess employee relations concerns and determine the right path for HR-led resolution, stakeholder partnership, or escalation to Legal, Compliance, Security, or another specialized team.
- Strong written and verbal communication skills, including experience drafting case summaries, findings, recommendations, playbooks, and stakeholder updates.
- Strong interviewing, fact-gathering, documentation, problem-solving, and analytical skills.
- Practical business judgment and strong HR instincts, with the ability to recommend solutions that are fair, consistent, risk-aware, and operationally realistic.
- Strong project management skills, including the ability to manage multiple matters at once, prioritize urgent issues, and drive work to timely resolution.
- Experience working cross-functionally with HRBPs, Legal, managers, executives, and other internal stakeholders.
- Ability to use data and case trends to identify recurring issues, improve processes, and support broader employee relations priorities.
- Comfort building structure, improving processes, and operating effectively in a fast-moving, high-growth environment.
- Interest in using AI and automation to scale HR processes and improve the employee and manager experience.'
Nice to have
- Law degree, such as a JD or equivalent, preferred but not required.
- Experience with Jira, case-management systems, HRIS tools, or similar tracking platforms.
- Experience supporting a global or multi-state workforce.
- Experience building employee relations programs, operating models, templates, or playbooks in a scaling company.
Originally posted on Himalayas