Employee Relations Manager

Role Overview

• Complaint Investigations
• Independently conduct thorough and impartial investigations involving policy violations, misconduct, performance concerns, retaliation, harassment, discrimination, and other sensitive matters.
• Develop investigation strategies, including scoping, witness identification, interview planning, and evidence review.
• Conduct thorough and timely interviews and analyze facts using established investigation standards.
• Prepare clear, well-documented investigation summaries and partner with PBPs, Legal, and leadership on outcomes, corrective actions, and risk mitigation.
• Identify patterns or systemic issues arising from investigations and elevate trends or concerns to senior ER and HR leadership.
• Performance Improvement Plan and Corrective Action Oversight
• Guide and support managers in drafting, implementing, and monitoring performance improvement plans (PIPs) as well as appropriate corrective actions, up to and including termination of employment.
• Develop scalable frameworks for PIP management.
• Ensure consistency, fairness, and compliance with company policies throughout the PIP process.
• Track outcomes and provide recommendations for next steps based on progress.
• Partner with Legal on high-risk termination decisions and ensure corrective actions align with precedent and internal equity principles.
• Strategic Problem Solving and Prevention
• Apply enterprise thinking to complex ER scenarios, assessing legal risk, cultural impact, and organizational implications to develop solutions that fit the business needs.
• Partner cross-functionally with Legal, Compliance, People Operations, and Learning & Development to support consistent practices and preventative initiatives.
• Contribute to policy enhancements, manager resources, and training content related to employee relations.
• Recommend, design, communicate, and track scalable solutions to recurring issues to reduce future risk and improve manager capability.

Requirements

• Associate’s degree required with relevant experience.
• Bachelor’s degree in Human Resources, Business Administration, or a related field preferred.
• 7–10 years of progressive experience in Employee Relations, with a background in Human Resources Business Partnering, or a related discipline, with demonstrated responsibility for complex cases.
• Substantial experience conducting and managing workplace investigations and other ER cases independently.
• Strong working knowledge of U.S. employment laws and employee relations best practices; global exposure a plus.
• Demonstrated ability to exercise sound judgment, influence without authority, and manage ambiguity in high-risk situations.
• Proven analytical and problem-solving skills, with experience translating data into actionable insights.
• Exceptional interpersonal, verbal, and written communication skills, including experience advising senior leaders.
• High degree of integrity, discretion, and professionalism when handling sensitive and confidential matters.
• Demonstrated ability to manage multiple priorities in a fast-paced environment and deliver consistent, high-quality outcomes.

Benefits

• Guardant Health is committed to providing reasonable accommodations in our hiring processes for candidates with disabilities, long-term conditions, mental health conditions, or sincerely held religious beliefs.