People Business Partner, Employee Relations & Performance

Brex•Seattle, WA

1d•Hybrid

About The Position

Brex is seeking a People Business Partner, Employee Relations & Performance to join their team. This role will focus on developing manager capability, driving accountability, and upholding performance management standards. The ideal candidate will coach managers on performance management, feedback delivery, and appropriate next steps to foster a high-performance culture. Responsibilities include running investigations, surfacing insights, and overseeing calibration logistics for promotion cycles. This position is suited for a process-driven individual who enjoys coaching managers and has aspirations for future growth within Employee Relations or People Business Partner roles.

Requirements

5-8 years of experience in HR, ideally in high-growth organizations.
Demonstrated experience running employee investigations end-to-end, including documentation and recommendations.
Hands-on experience supporting or executing employee terminations.
Strong understanding of performance management practices in high-performance cultures (feedback, coaching, calibration, documentation).
Proven ability to build trusted relationships with managers and influence outcomes.
Strong organizational skills with the ability to manage and prioritize multiple workstreams.
Clear and concise communicator, both written and verbal.
Ability to handle sensitive information with discretion and sound judgment.

Nice To Haves

Experience supporting customer-facing or fast-scaling teams.
Familiarity with performance management systems like Lattice or HRIS tools like Workday.
Experience with manager enablement or training programs.
Strong interest in building scalable People processes and improving operational efficiency.

Responsibilities

Partner with front-line managers to ensure consistent, fair, and rigorous performance management across teams.
Coach managers on how to set clear expectations, deliver effective feedback, and take action on performance outcomes.
Serve as the first point of contact for manager questions on performance-related cases and processes.
Build and maintain resources such as coaching plan templates, toolkits, and training to strengthen manager effectiveness.
Run and document employee investigations end-to-end, escalating themes and risks as needed.
Provide guidance and operational support on employee terminations, ensuring consistency.
Own operational logistics for promotion and performance check-in calibrations.
Partner with People Partners and Workplace Experience on RTO (return-to-office) audits.