Employee Relations People Partner

People do their best work when they feel heard treated fairly and supported through difficulty. As our Employee Relations Manager(US/CAN/EMEA) known internally as ourPeople Success Partner you are the person who makes that possible.

This is a full-spectrum employee relations role with real ownership and meaningful scope. You will run complex investigations coach managers for incredible success includingdocumenting performance proactively designing compliance training that actually changes behavior and own the employee handbook. You are not a support function you are a strategic one.

You report directly to the Sr. Director People Business Partners. You work alongside our People Business Partners who bring business context to every case. You own the process the documentation the training and the compliance infrastructure. You are the expert this team and this company needs right now.

Manager Coaching & Proactive Performance Documentation

• Coach people managersto full successacross allclientgroups. Ensuring Managers areholdemployees accountable and ensure they are setting clear expectations.

• Deliver regular brown bag sessions and manager enablement workshopson:coach hiring managers in proper hiring ways to get the best talent and outcomes (including what they should and shouldnt say)how to give effective feedback how to document performance conversations when and how to use a Performance Improvement Plan and how to have difficult conversations with confidence

• Proactivelyidentifymanagers who are not meeting manager expectations and implement targeted actions to drive improved outcomes

• Proactivelyidentifyemployees at risk and conduct deep-dive assessments to address underlying issues

• Analyze survey data exit feedback and related insights toidentifymanagement gaps and partner on data-driven action plans to drive measurable improvement

• Assess capability gaps anddeterminewhereadditionalcoaching training and enablement are needed to strengthen leadership effectiveness

• Partner with People Business Partners toidentifymanagers who need coaching and intervene early turning a potential ER situation into a development opportunity

• Build a repeatable manager coaching playbook that PBPs can use consistently across all client groups

• Track manager participation in coaching sessions and surface patterns to leadership whereadditionalsupport is needed

Employee Relations & Investigations

• Own all workplace investigations end to end intake investigation plan interviews findings documentation and resolution for all countries weoperatein (US CanadaUKandGermany)

• Maintain an active case tracker with status risk level timeline and resolution for every open matter

• Partner closely with People Business Partners who provide business context on each case you own the process and documentation they bring the organizational knowledge

• Work with employment counsel on matters with legal exposure you will know when to loop in and when to handle independently

• Escalate complex or high-risk matters to the Sr. Director with a well-packaged summary of facts risk assessment and recommended next steps

Performance Improvement Plan Lifecycle

• Own the PIP lifecycle across all client groups documentation timeline management manager coaching support and resolution tracking

• Partner with PBPs and managers to ensure performance actions are documented correctly consistently and in a way that protects the employee and the company

• Identifypatterns in performance management data and surface recommendations to the People team and business leaders

• Ensure 100% of active PIPs have clear documentation follow-up actions and tracked resolution no case is ever left without a next step

Compliance Training Design & Delivery

• Design and ownTekionscompliance training program covering all federal and state-mandated topics: sexual harassment prevention (California AB 1825 / SB 1343) workplace violencepreventionandprofessional conduct standards.

• Deliver training across all employee populations in support of ourEmtrainplatform ensuring content is engaging current and legally compliant in everyjurisdictionwe operate

• Track mandatory training completion by department role and country flag gaps proactively and ensure 100% completion of all legally required programs

• Stay current on federal and state law changes that affect compliance training requirements and update programs accordingly

• Build a training calendar thatanticipatesrecurring compliancerequirementsso nothing is reactive

Employee Handbook & Policy Ownership

• Own theTekionEmployeeHandbookand all associated policiesinitialbuild annual review cycle policy updates and multi-state and multi-country compliance across US CanadaUKandGermany.

• Ensure the handbook reflects current law and best practices across all countries weoperatein partnering with employment counsel where country-specific nuance requires it

• Translate legal and policy updates into clear plain-language handbook content that employees can understand and act on

• Build a policy review cadence so the handbook never becomes outdated you own the schedule the process and the communication to employees when changes are made

• Maintain supplemental policies consistent with the handbook and current law

Skills can be taught. Experience is transferable. Culturefit isnot. This section matters more than any other in thisposting please read it carefully.

You find ER work genuinely satisfying not draining.

Every investigation is different. Everymanagercoaching conversation requires you to read the room differently. Every compliance question has a nuance. You do not see the complexity as a burden you see it as the part of the job that keeps you sharp. You are energized by getting the answer right not just getting an answer quickly.

You are proactive not reactive.

You are not waiting for cases to come to you. You are coaching managers before they create an ER issue. You are building the training calendar before someone asks for it. You are reviewing the handbook before the lawchangesand youhave toscramble. Your instinct is to get ahead of things always.

You have a growth mindset and you mean it.

You walk intoTekionknowing there is a lot you do not yet know and that excites you. You are not here todemonstratethat you already have all the answers. You are here to build infrastructure that does not fully exist yet and you understand that the first version of everything you create will get better over time.

You thrive in a full build.

The handbook is not done. The compliance training program is not built. Themanagercoaching playbook does not exist yet. You see this as a canvas not a complaint. You are energized by the opportunity to build something great in real time that will outlast you at thiscompany.Youhave a growth mindset and you mean it.

You walk intoTekionknowing there is a lot youdontyet know and that excites you. You are not here todemonstratethat you already have all the answers; you are here tolearna new company a complex industry and a rapidly evolving environment. You ask questions. You absorb context. You adapt. You understand that being excellent at HR elsewheredoesntautomatically meanyoureexcellent at HR here and that gap is not a threat to startingpoint.

You aregenuinelysustainably positive.

Not performatively positive. Not positive onMondays positive. Your natural orientation isglasshalf full and it holds up under pressure in hard conversations and on difficult days. You are the person on the team who raises the energy in the room not the person who quietly drains it. You coach leaders and employees toward higher engagement and performance which means youhave tomodel it every single day. The People team sets the bar for what a great culture looks and feels like. That starts with you.

You are fiercely loyal to the People team.

You love your client groups. And you love your People team. These are not in competition. You invest in People team relationships and the collective success of the function with the same energy you bring to your business unit portfolio. You do not share frustrations about the People team with leaders or employees. You do not position yourself as different from the rest of HR. You are a champion for the function publicly consistently and without exception. When the team succeeds you succeed.

You thrive in a full build and youdontromanticize it or resent it.

Tekionisbuilding. Processes exist in some places and not others. Systems are evolving. Some things that should be documentedarent. Some things that should be consistentarentyet. You see this as a canvas not a complaint. You are the person whoidentifiesa gap andsayslet me fix that not the person whosaysthat shouldnt be my job. You build things with positivity and enthusiasm because you understand that what you build today will matter for years.

You are a strategic owner not an order taker.

You understand the difference between doing tasks for a leader and owning thepeoplehealth of their organization. You are not waiting to be told what to do. You are showing up with a point of view an agenda and a plan. You do the administrative work that sometimes comes with the role and you do it without complaint but it is not where you live. You are in the business knowing it deeplyanticipatingwhat it needs and driving outcomes that make your client group measurably more successful.

You will thrive here if you:

• Have 57 years of employee relations experience with a meaningfulinvestigationsportfolio you have run complex cases involving senior employees and know what it takes

• Have coached managers on performance documentation and difficult conversations not justadvisedthem reactively when something went wrong

• Have designed or delivered compliance or management training thatactually changedbehavior not just checked the box

• Have deep working knowledge of California employment law and multi-state requirements and you stay current

• Have owned a handbook or policy document from creation or full refresh through implementation not just contributed to a section

• Can hold a difficult conversation with a frustrated senior leader and stay completely grounded

• Document everything miss nothing and understand that the paper trail is the protection

• Are fully committed to working in our Pleasanton CA office five days per week

Experience that makes you stronger for this role:

• SHRM-CP PHR or employment law certification

• Experience at a high-growth SaaS or tech startup where ER volume was high and resources were lean

• Familiarity with Workday andEmtrain

• Multi-country ER experience across US Canada and EMEA

• Background supporting a company through rapid headcount growth where policies needed to scale quickly

• Experiencefacilitatingmanager training or brown bag sessions to a mixed-level audience

If the scope of this role excites you rather than overwhelms you you areprobably exactlywho we are looking for.

• Competitive compensation and generous stock options

• 100% employer-paid top-of-the-line medical dental and vision coverage

• Great benefits including unlimited PTO parental leave and free snacks and beverages

• The opportunity to work with some of the brightest minds from Silicon Valleys most dominant andsuccessful companies

• Be part of an early stage hyper-growth start-up with the opportunity to grow and prosper

• Work on the latest and coolest technologies everything is home-grown and built ground-up

• A dynamic work environment with a strong sense of community and collaboration

• The open and transparent culture that encourages innovation rewards performance and discourages hierarchy

• Exciting opportunities for career growth and development

Current Tekion Employees Please apply via Greenhouse Internal Job Board