Lead end-to-end ER investigations covering harassment, discrimination, retaliation, policy violations, and workplace conduct issues; produce defensible written findings.
Serve as the single point of contact for sensitive separations, mutual separations, and reductions-in-force; partner with Legal on documentation and risk mitigation.
Advise managers on conflict resolution, performance concerns, accommodation requests (ADA/FEHA), leave interactions, and grievance handling.
Build and maintain ER case tracking and reporting; identify systemic trends and recommend policy or training interventions.
Manage EAP escalations and act as a confidential channel for employee concerns escalated to corporate.
Own the corporate performance management framework calibration, PIP design, mid-cycle interventions, and termination decisions.
Coach people managers on delivering difficult feedback, documenting performance concerns, and structuring corrective action plans.
Translate performance data into actionable insights for leadership; flag flight risk, low-performer concentration, and managerial gaps.
Partner with Talent Development on capability uplift programs that address recurring performance themes.
Lead compliance with federal employment regulations (EEO, FMLA, FLSA, ADA, NLRA, Title VII) and California-specific statutes (FEHA, CFRA, PAGA, Wage & Hour, AB 1825 training, AB 5).
Maintain and refresh the Employee Handbook, ER playbooks, and corporate HR SOPs; ensure timely updates following regulatory changes.
Conduct or coordinate internal compliance audits (I-9, classification, leave administration, recordkeeping).
Manage state and federal agency interactions (DFEH/CRD, EEOC, DOL) with Legal oversight; prepare position statements and respond to charges.
Present ER trends, compliance posture, and policy proposals to executive leadership; translate legal nuance into business-actionable narratives.
Build executive-ready dashboards on ER caseload, performance distribution, and compliance KPIs.
Facilitate manager training on people-management fundamentals investigations, documentation, accommodation, termination.
Serve as primary HR partner to assigned corporate functions; coach leaders on org design, engagement, and talent moves.
Collaborate with Talent Acquisition, Total Rewards, and Talent Development on cross-functional initiatives.
Must-Have Qualifications
Bachelor's degree in HR, Business, Industrial Relations, or related field (Master's / JD is a plus).
6+ years of progressive HR experience for HR Manager track; or 45 years HR experience for HRBP track.
Demonstrated ownership of complex ER investigations end-to-end (at least 20+ cases with documentation).
Deep working knowledge of California employment law (FEHA, PAGA, wage & hour, leave laws).
Strong written and verbal English; ability to deliver concise, evidence-based presentations to senior leadership.
Experience drafting position statements or working alongside outside counsel on agency charges.
Nice-to-Have
PHR / SPHR / SHRM-SCP / SHRM-CP certification.
Bilingual Mandarin/English strong plus
E-commerce, retail, or technology industry background;
Prior experience supporting a publicly traded company (SOX-adjacent HR controls).
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