Employee Relations Partner

Abby Care•San Francisco, CA

21h•Remote

About The Position

Abby Care is dedicated to making family care possible by training and employing family caregivers so they can be paid for the care they provide at home. We are building a tech-powered, family-first care platform to improve health outcomes and provide a best-in-class experience nationwide. We are expanding rapidly and supported by top VCs to empower families across the country.

Requirements

5-8+ years of progressive HR experience, with at least 3+ years dedicated specifically to Employee Relations.
Proven track record of independently managing complex investigations and high-risk performance cases.
Experience supporting a mixed workforce of salaried professionals, hourly/non-exempt workers, and contractors across multiple states.
Deep, practical knowledge of federal and state employment laws (e.g., FLSA, FMLA, CFRA, ADA).
Ability to move a company from scrappy processes to a structured ER function and drive projects with well-defined outcomes.
High level of professional judgment and adaptive critical thinking skills, handling sensitive information with confidentiality.
Strong interpersonal skills and ability to communicate effectively, verbally and in writing, with all levels of staff.
Analytical and data-driven mindset, using data to understand organizational insights and present trends.
Proficiency in Slack and Google Workspace (G Suite).
Comfort navigating multiple SaaS platforms and preferring agile, digital workflows.

Nice To Haves

Experience with Medicaid-funded home care programs or government-regulated payment structures.
SHRM-CP/SCP, PHR/SPHR, or a J.D. certification.

Responsibilities

Lead employee relations: Independently manage the end-to-end lifecycle of employee relations cases, including intake, triage, resolution, and documentation.
Lead investigations: Conduct internal investigations into allegations of misconduct, harassment, or policy violations, from planning and interviewing to delivering recommendations.
Ensure fairness in action: Handle disciplinary actions and terminations with dignity and consistency.
Support leaders and People team: Consult with managers and the People team on ER-related topics, including accommodations, disciplinary actions, and policy interpretation, acting as an objective intermediary.
De-escalation and coaching: Coach leaders on approaching difficult discussions with a focus on de-escalation, empathy, and clarity.
Adjudication and compliance: Coordinate and adjudicate background checks and employment eligibility, ensuring compliance with regulations.
Build employee relations infrastructure: Implement and maintain ER policies, investigation SOPs, and grievance frameworks to support nationwide expansion.
Strategically partner with the business: Identify systemic trends, track ER metrics, and use data to inform proactive training and cultural interventions.