Role OverviewAs Harvey continues to scale, we're hiring our first Employee Relations Business Partner to own employee relations across the US. You'll work closely with our US People Business Partners, managers, and Employment Legal team on performance issues, investigations, and sensitive employee transitions, as well as partner on Global matters
This is a hands-on role with meaningful ownership. You'll work directly with managers and employees to resolve difficult situations while helping us scale an ER approach that is consistent, practical, and suited to a fast-moving company.
What You'll Do- Own US employee relations matters from intake through resolution, including performance concerns, conduct and sensitive issues. Work directly with managers and Employment Legal in partnership with the relevant People Business Partner.
- Lead thorough, impartial workplace investigations. Develop investigation plans, conduct interviews, assess evidence, document findings, and coordinate appropriate follow-up.
- Help managers navigate difficult conversations and decisions. Challenge assumptions, distinguish facts from impressions, and provide clear guidance that balances business needs, fairness, and employee trust.
- Be a thoughtful resource for employees. Listen carefully, explain processes and next steps clearly, and handle sensitive information with discretion.
- Partner with Employment Legal and People Business Partners on case strategy, required reviews, employee communications, and implementation of agreed outcomes.
- Build practical tools and improve how we work. Develop case-management practices and manager resources, use case trends to address recurring issues, and develop ad hoc training / programs as relevant.
What You'll Bring- 7+ years of experience in employee relations or related People roles, with substantial hands-on ownership of complex ER matters and workplace investigations.
- Experience managing employee relations in a high-growth technology environment, ideally AI, with exposure to both technical and commercial teams.
- Strong working knowledge of US employment requirements and experience translating legal guidance into practical recommendations.
- Experience across both investigations and ongoing ER advisory work, including performance management, conflict resolution, and sensitive separations.
- Credibility with senior leaders and the confidence to challenge a proposed approach while maintaining trust. You can be direct without being dismissive and empathetic without avoiding the difficult message.
- Strong writing, organization, and judgment. You can manage competing priorities, maintain clear records, and explain your recommendations.
- A low-ego, high-ownership approach. You're comfortable operating through ambiguity, building what is missing, and adapting your approach rather than defaulting to a playbook.
Compensation$165,400 - $248,200 USD
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