HR Business Partner, Employee Relations and L&D

Asus•Fremont, CA

24d•$80,000 - $115,000•Onsite

About The Position

We are seeking a proactive and empathetic HR Business Partner to cultivate a positive and compliant workplace culture through expert management of employee relations and strategic development of our talent. This role will be instrumental in fostering a respectful and productive environment, ensuring adherence to policies and regulations, and empowering our employees with continuous learning opportunities, including critical compliance training, to support both individual growth and organizational success.

Requirements

Excellent verbal and written communication skills, with the ability to articulate complex information clearly and concisely to diverse audiences.
Strong ability to build rapport, influence, and collaborate effectively with employees at all levels.
Proven ability to diagnose issues, analyze data, and develop practical, legally compliant solutions.
Unquestionable integrity and ability to handle sensitive information with discretion and professionalism.
Skilled in coaching managers and employees, and facilitating engaging training sessions.
Ability to thrive in a fast-paced, evolving environment and manage multiple priorities effectively.
Understanding of business operations and how HR strategies contribute to overall organizational success.
Ability to work confidently in a rapidly changing, fast-paced and results-oriented corporate environment where a high degree of flexibility is required
Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field.
5+ years of progressive HR experience with a strong focus on employee relations, performance management, and learning & development.
Proficiency with HRIS systems (e.g., Workday, SuccessFactors, ADP).
Experience with Learning Management Systems (LMS).
Strong command of Microsoft Office Suite (Word, Excel, PowerPoint).
Familiarity with relevant employment laws and regulations.

Nice To Haves

Master's degree or HR certification (e.g., SHRM-CP, SHRM-SCP, PHR, SPHR) preferred.
Experience in a similar environment is a plus.

Responsibilities

Serve as the primary point of contact and trusted advisor for all employee relations matters, providing guidance and support to employees and managers on HR policies, procedures, and best practices.
Conduct thorough, fair, and confidential investigations into employee complaints, grievances, and disciplinary issues, ensuring timely resolution, legal compliance, and consistent application of company policies.
Mediate workplace conflicts and facilitate constructive resolutions, promoting open communication and a respectful work environment.
Advise managers on appropriate disciplinary actions, performance improvement plans (PIPs), and termination procedures, ensuring adherence to legal requirements and company guidelines.
Develop and deliver proactive training and workshops for managers and employees on ER topics such as conflict resolution, harassment prevention, diversity & inclusion, and effective communication.
Monitor and analyze ER trends, providing insights and recommendations to proactively address systemic issues, enhance workplace culture, and mitigate risk.
Conduct comprehensive training needs assessments to identify skill gaps, development opportunities, and critical compliance requirements across the organization.
Design, develop, and deliver engaging and impactful learning programs, workshops, and resources, with a strong emphasis on mandatory compliance training (e.g., harassment prevention, data privacy, ethics, safety, anti-bribery).
Manage the full lifecycle of training initiatives, from content creation and scheduling to delivery and post-training evaluation.
Partner with subject matter experts (SMEs) to create relevant and up-to-date training content, particularly for compliance-related topics.
Administer and optimize our Learning Management System (LMS), ensuring all training records, especially for compliance, are accurately maintained and accessible.
Develop and track L&D metrics to evaluate the effectiveness and ROI of all training initiatives, reporting on progress and making data-driven recommendations for continuous improvement.
Support career pathing and talent development initiatives, helping employees identify growth opportunities and acquire necessary skills for future roles.
Stay current with L&D best practices, adult learning principles, and regulatory changes impacting compliance training requirements.
Provide guidance and support to managers and employees on the company's performance management philosophy and processes.
Assist in the administration of the performance review cycle, including goal setting, feedback delivery, and documentation.
Coach managers on providing effective performance feedback and conducting constructive performance discussions.
Support the implementation and monitoring of Performance Improvement Plans (PIPs) as needed.
Provide support to other HR functions, including but not limited to recruiting, onboarding/terminations, event planning, and HR projects.
Participate in HR team meetings and contribute to the development of HR strategies.