Senior Employee Relations Business Partner

PsiQuantum•Milpitas, CA

1d•$140,300 - $164,900

About The Position

The Senior Employee Relations Business Partner serves as a strategic advisor to leadership and People teams, ensuring fair, consistent, and legally compliant employee practices while protecting company culture and minimizing organizational risk. The role leads complex workplace investigations, advises on high-risk employee matters, and designs scalable employee relations frameworks for a rapidly growing, late-stage startup environment. The position partners with senior leaders, HRBPs, Legal, and executives on sensitive employee issues; develops policies and practices in compliance with employment laws; advises on performance and conduct matters; and uses employee relations data to identify trends and recommend interventions. It also develops manager training and scalable resources for leaders and HR partners. This position is located in Palo Alto, California, within the Zone 1 salary range. The estimated annual base salary is $140,300–$164,900. Full-time roles are eligible for equity and benefits. Benefits include health coverage, a 401(k) with company match, equity grants, financial wellness resources, wellness benefits, family support programs, life and disability insurance, paid leave, company-designated paid holidays, discretionary time off, and an end-of-year company shutdown. Some benefits have eligibility requirements and may vary by role or employment status.

Requirements

3–5 years of employee relations, employment law, HR, or investigations experience.
Experience in high-growth or scaling organizations.
Demonstrated success handling complex, high-risk investigations.
Strong knowledge of U.S. employment law and HR best practices.
Exceptional judgment, discretion, and executive presence.

Nice To Haves

Experience supporting global teams.

Responsibilities

Partner with senior leaders, HRBPs, Legal, and executives on sensitive employee relations issues.
Provide risk assessments and recommend actions aligned with company values, business goals, and employment law.
Identify systemic risks and recommend proactive solutions.
Lead and document complex investigations involving harassment, discrimination, retaliation, misconduct, and ethics concerns.
Ensure investigations are rigorous, neutral, and defensible.
Draft investigation reports and executive summaries with findings and recommendations.
Manage internal reporting channels and escalation protocols.
Design and maintain employee relations policies, procedures, and frameworks.
Ensure compliance with federal, state, and local employment laws.
Partner with Legal on regulatory readiness and litigation prevention.
Advise on performance management, discipline, terminations, and reduction-in-force planning.
Coach managers on documentation, feedback, and corrective action strategies.
Support high-risk exits and executive-level employee issues.
Ensure timely completion and quality of exit interviews; synthesize insights to identify trends, inform retention strategies, and mitigate organizational risk.
Partner with Data Analytics to track employee relations trends, themes, and hotspots.
Provide executive-level reporting and analytics.
Recommend systemic interventions based on trends.
Develop manager training on best practices.
Build scalable employee relations toolkits for leaders and HR partners.