Employee Relations Partner, Gusto

• Proven experience in HR, with a minimum of 4 years in an HR Generalist role or 2 years in an Employee Relations or HR Business Partner role, separate from any other HR-related work experience (e.g. recruiting, talent development, etc.)
• Demonstrated commitment to inclusion and equity
• Exceptional knowledge of HR best practices, employment laws, and industry trends
• Strong coaching and mentoring skills with the ability to inspire and guide managers effectively
• Excellent communication and interpersonal abilities, facilitating successful collaboration with diverse teams
• Demonstrated analytical skills to interpret ER metrics and propose actionable insights
• A strategic thinker capable of aligning ER initiatives with organizational goals

Desirable

• Gusto is seeking a dynamic and experienced HR professional to take on a unique and critical role within our organization
• As an Employee Relations Partner, you will be the primary advisor and coach to our frontline managers and skip-levels, facilitating their growth and development while ensuring people practices are aligned with our strategic goals
• We are looking for talented individuals who can balance strategic thinking with hands-on execution, adapting their approach as needed
• This role is a key driver in fostering a culture of performance enablement, inclusivity, and respect within the Gusto community; ultimately enabling Gusto to live into its promise of being the global People Platform
• As the People Team continues to build and grow our shared services model, the Employee Relations Partners will be key players within the model and provide 1:1 connection between the business and People Team
• Employee Concerns & Conflict: Offer guidance in addressing employee concerns, workplace conflict resolution, and promoting a harmonious and inclusive work environment
• Conduct thorough investigations into employee concerns, providing guidance to managers on appropriate actions
• Collaborate with managers and appropriate stakeholders as needed, to develop disciplinary action plans and ensure proper documentation of disciplinary actions
• Maintain confidentiality and handle disciplinary matters with sensitivity and professionalism
• Effectively influence the Business regarding recommended actions and provide HR support and guidance to impacted parties as needed
• Facilitate mediated conversations between employees, as appropriate to the situation
• Identify opportunities to build skill and capability in employee relations, culture and workplace compliance issues, for leaders, managers and individual contributors
• Performance Management: Support managers in setting clear performance expectations, providing regular feedback, and addressing development needs to foster an environment of continuous improvement
• Coach managers on appropriate performance management tools, embedding fairness and equity in the process
• Implement and oversee all performance improvement plans (including communicating Gusto’s performance management philosophy and practices to Gusties, mid-point check-ins, and final determinations)
• Proactively identify and de-escalate/mitigate matters of employment risk
• Review all documents and evidence to support employment action with diligence and work with managers on ensuring impeccable documentation
• Talent Development: Identify training and development opportunities, design learning programs in partnership with the Learning & Development team, and encourage skill enhancement among managers to enhance their leadership capabilities
• Develop and facilitate trainings / workshops for managers on
• Performance management best practices, effective feedback, and coaching techniques
• Leading within the Law training
• Identify opportunities for performance development and career growth, collaborating with Learning and Development to design relevant training programs
• Policy and Compliance: Maintain up-to-date knowledge of HR regulations and ensure managers' adherence to Gusto policies and legal requirements
• Strategic Alignment: Collaborate with managers and HR teams to ensure HR practices are in harmony with organizational objectives, adapting to ever-evolving business needs
• Data-Driven Insights: Utilize employee relations analytics and data to identify trends and propose data-based solutions that minimize reactive work
• Monitor shared services ticket queue
• Maintain and model ticket queue hygiene (closing out tickets in timely manner; empathetic but professional communications, proper and timely triaging when appropriate)
• Project work as related to team’s key initiatives