Employee Relations Partner

Abby Care•San Francisco, CA

4d•$100,000 - $150,000•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 a rapidly expanding company supported by top, mission-driven VCs, partnering with leading insurance plans, healthcare providers, and community organizations.

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 in a high-growth startup or complex healthcare organization.
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 build and refine processes from the ground up.
High level of professional judgment and adaptive critical thinking skills, with uncompromising discretion and confidentiality.
Strong interpersonal skills and effective verbal and written communication.
Analytical and data-driven mindset, using data to understand organizational insights and present trends.
Learning and growth mindset, with a curiosity for external 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, and resolution, ensuring thorough documentation.
Lead investigations: Conduct internal investigations into allegations of misconduct, harassment, or policy violations, from planning and interviewing to delivering recommendations.
Ensure fairness in disciplinary actions and terminations.
Support leaders and the People team: Consult with managers and HRBPs on ER topics, including accommodations, disciplinary actions, and policy interpretation, acting as a confidential 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 fair-chance hiring.
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.