Senior Employee Relations Partner

Posting Type Remote/Hybrid Job Overview The Employee Relations Specialist serves as a trusted advisor and practitioner responsible for navigating complex workplace matters with sound judgment, legal fluency, and a commitment to both people and organizational health. The Senior Employee Relations Specialist (Level 6) is a senior IC expert responsible for leading complex employee relations and performance management cases end-to-end, ensuring consistent, defensible, and equitable outcomes across the organization. This role operates as a strategic partner to Sr. HRBPs, absorbing high-risk and high-complexity ER work while enabling HRBPs to focus on business strategy, talent decisions, and organizational effectiveness. This role partners closely with HRBPs, Legal, and senior leadership to resolve issues swiftly and fairly while strengthening the company's culture as we scale. Job Description and Requirements Employee Relations & Investigations  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 Performance & Disciplinary Processes  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  Risk Mitigation, Compliance & Governance  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  Manager & HRBP Advisory   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  Insights, Trends & Systemic Improvement  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  Capability Building & Enablement  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  Decision Rights  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   Required   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   PHR, SPHR, SHRM-CP, or SHRM-SCP certification   Experience using HRIS platforms (Workday, Rippling, or similar) and case management tools   Relativity is committed to competitive, fair, and equitable compensation practices. 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: $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. Hiring at the top end of the range would not be typical, to allow for future meaningful salary growth in this position.  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