Manager, HR Risk, Compliance – Employee Relations

Job Description: • Design and implement Gravie’s HR risk, compliance, and employee relations operating model • Establish foundational HR policies, procedures, and standards • Create governance frameworks that ensure consistency, fairness, and legal compliance • Partner closely with Legal to ensure policies and practices align with federal, state, and local employment laws • Develop scalable documentation, playbooks, and decision frameworks for leaders and HR partners • Serve as the primary owner of employee relations matters, including: • Workplace concerns and complaints • Conduct and performance-related issues • Investigations involving harassment, discrimination, retaliation, or policy violations • Lead or oversee investigations with objectivity, rigor, and appropriate documentation • Provide risk-informed recommendations to the VP, HR and business leaders regarding outcomes • Ensure consistent application of policy and appropriate resolution of cases • Design and implement standardized ER intake and escalation processes • Clearly define roles between HRBPs, HR Risk & ER, Legal, and leaders • Own ER case tracking, documentation standards, and audit-ready records • Identify trends and systemic risks and recommend proactive mitigation strategies • Act as a trusted advisor to HRBPs • Support HRBPs with ER expertise while maintaining clear ownership boundaries • Lead the rollout and adoption of new HR policies and procedures • Create practical guidance, FAQs, and leader toolkits for HR policies • Partner with HRBP on change management efforts • Surface insights and risks to the VP, HR • Continuously evolve policies and processes to meet business and regulatory needs Requirements: • 7–10+ years of HR experience with expertise in: • Employee relations and workplace investigations • HR compliance and risk management • Demonstrated experience building or maturing HR policies and governance • Strong knowledge of U.S. employment law • Proven ability to operate independently in ambiguous, evolving environments • Excellent judgment, discretion, and documentation skills • Experience in a scaling or previously immature HR function • Prior partnership with Legal (in-house or external) • Experience implementing ER case management tools or processes • Healthcare, tech, or regulated-industry experience a plus Benefits: