# Employee Relations Business Partner

**Company:** [Rippling](https://hotfix.jobs/companies/rippling)
**Location:** Remote
**Role:** People Ops
**Experience:** 5+ years
**Skills:** Employee Relations, workplace investigations, hr compliance, hr business partnership, employment law, case management, Jira, HRIS, Project Management, Data Analysis, artificial intelligence, Automation
**Posted:** 2026-08-14

> Investigates and resolves sensitive employee relations matters while advising HR partners, managers, leaders, and Legal. The role requires at least five years of relevant HR experience, strong investigation and communication skills, sound judgment, and the ability to improve scalable employee relations processes.

## Job Description

## Responsibilities
- Assess incoming employee relations concerns, determine the appropriate investigative response, and partner with stakeholders to drive timely and thoughtful resolution.
- Partner 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 fairly, consistently, with risk awareness, and in an operationally practical manner.
- Provide practical HR guidance and recommendations addressing employee concerns while supporting team effectiveness, manager accountability, and business continuity.
- Draft 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, 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 improve employee and manager experiences.
- Maintain discretion, confidentiality, neutrality, and professionalism when handling sensitive employee and workplace matters.

## Requirements
- 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 whether to pursue 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 fair, consistent, risk-aware, and operationally realistic solutions.
- Strong project management skills, including managing multiple matters, prioritizing urgent issues, and driving work to timely resolution.
- Experience working cross-functionally with HR Business Partners, Legal, managers, executives, and other internal stakeholders.
- Ability to use data and case trends to identify recurring issues, improve processes, and support 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 employee and manager experiences.

## Nice to Have
- Law degree, such as a JD or equivalent.
- 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.

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