Employee Relations Partner

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 serve as a trusted advisor and strategic partner to frontline managers and skip-levels, with a particular focus on navigating complex, high-stakes employee matters with sound judgment and care. This role sits at the intersection of people advocacy and organizational risk. You'll regularly partner with Legal, People Partners, and business leadership to resolve sensitive workplace issues, high-risk performance cases, and make judgment calls that meaningfully impact both individuals and the business.

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.

AI-forward mindset. You thoughtfully use AI to work more effectively—synthesizing information, identifying patterns, drafting communications, and reducing administrative work—while applying sound judgment, protecting sensitive employee information, and keeping humans at the center of consequential decisions. You’re curious about how AI can improve Employee Relations work and willing to experiment within appropriate guidelines.

Here’s what you’ll do day-to-day:

• Manage all aspects of addressing employee concerns, workplace conflict resolution, and promoting a harmonious and inclusive work environment through investigations, developing disciplinary action plans, and mediating conversations.
• Coach and support managers in setting clear performance expectations, providing regular feedback, and addressing development needs to foster an environment of continuous improvement. Facilitate implementation of performance management plans and offboarding.
• Maintain up-to-date knowledge of HR regulations and ensure managers' adherence to Gusto policies and legal requirements.
• Partner closely with Legal and People Partners to assess organizational risk and determine appropriate courses of action on escalated cases.
• Navigate ambiguous, high-stakes employee situations with sound judgment, balancing employee experience with business and legal risk.
• Maintain thorough and legally defensible documentation across all ER cases, ensuring consistency and protecting the organization.
• Identify patterns across cases and surface systemic risks to People leadership before they escalate.

Here’s what we're looking for:

• 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 experience handling complex, sensitive ER matters with discretion, sound judgment, and composure under pressure.
• Ability to hold multiple stakeholder interests simultaneously while keeping fairness and equity at the center.
• Track record of cross-functional collaboration with Legal teams on escalated employee issues.
• 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.

Nice to have:

• Formal education or training in interpersonal communication skills such as, facilitated conversation or mediations, non-violent communication, counseling, coaching, etc.
• Experience working in a globally distributed company.

Our cash compensation amount for this role is $88,000 - $98,000 per year in Denver, and $105,000 - $118,000 per year for San Francisco & New York. Final offer amounts are determined by multiple factors including candidate location, experience and expertise and may vary from the amounts listed above.