Employee Relations Partner & HR for HR

Employee Relations Partner & HR for HR About the role The Employee Relations (ER) Partner is a hands-on, execution-focused role within the People Team, responsible for running workplace investigations and resolving employee relations matters across Rubrik’s three organisations: R&D, GTM and G&A. This role serves as a trusted advisor to Business Partners, Legal, People leaders and managers, ensuring employee concerns are addressed consistently, objectively, and in alignment with company policies and employment laws. Working with our Business Partners, Legal and People leaders, you will conduct thorough, impartial investigations, provide expert ER guidance, support consistent, risk-informed decision making and deliver clear, well-documented outcomes. This role also serves as our “HR for HR”: the trusted, impartial point of contact for ER matters involving members of the People Team, providing independent oversight, ensuring those matters are handled with objectivity and confidentiality. You will work to the shared ER case methodology, documentation standards and governance set centrally by the People Team, helping us deliver a consistent employee and manager experience across every function and region. This role helps ensure Rubrik maintains a fair and legally compliant workplace by: • Delivering objective, high-quality workplace investigations • Providing expert guidance on complex employee relations matters • Driving consistency in employee relations practices and outcomes • Providing insights that inform policy, process and leadership decisions Reporting line: Senior Director HRBP & dotted line into our Internal Employment Counsel. This is a US-focused role, with opportunities to be involved in or drive aspects of our international ER cases. What You'll Do: Investigations and case execution • Own the end-to-end execution of workplace investigations across R&D, GTM and G&A, including allegations of harassment, discrimination, retaliation and policy violations: scoping, planning, neutral fact-finding interviews, credibility assessments, findings and recommendations • Collaborate with Internal Legal to develop and execute investigation plans, and recommend appropriate resolutions to Business Partners, People leaders and other stakeholders • Act as liaison to external counsel and investigators on HR-related investigations • Produce clear, accurate investigation reports and case documentation to the standard set by the People Team’s central ER framework • Facilitate and support interactive processes with employees seeking a reasonable medical accommodation • Contribute ER input to performance and separation matters, supporting consistent, well-documented decisions and helping to mitigate risk • Use AI tools (e.g., Claude) to speed up investigation work: drafting investigation plans and interview outlines, summarizing evidence, and structuring reports. A human always verifies accuracy, credibility findings, and conclusions. ER Partnership across R&D, GTM and G&A, and HR for HR • Serve as the “HR for HR”: the confidential, impartial ER point of contact for matters involving People Team members, including managing conflicts of interest and escalating to Legal or external parties where appropriate • Serve as a subject matter expert and advisor on employee relations best practices to Business Partners, People leaders and the business, ensuring Business Partners can focus on strategic partnership while you lead complex case execution • Partner with Legal to ensure consistent interpretation and application of policies and practices across organisations and geographies • Identify emerging employee relations risks and organizational trends, partnering with HRBPs, Legal and leaders to proactively address root causes before issues escalate. • Contribute to frontline manager development through training and guidance on fundamental ER topics that support a fair and equitable workplace Consistency, insight and continuous improvement • Maintain case-tracking systems and reports, using intake and triage tooling consistently so every matter is logged, categorised and resolved against common metrics • Use AI-assisted analysis of case data to surface ER trends (hot spots, repeat issues, manager patterns) and turn them into recommendations for senior leadership. • Help build and refine AI-enabled playbooks, templates, prompt libraries, and manager guides. • Partner Legal and COE on policy development and process improvements informed by case outcomes and organizational trends. • Participate in key People or business initiatives as required Experience You'll Need: • Bachelor’s degree and 5 - 7+ years of direct experience conducting workplace investigations, including allegations of harassment, discrimination and retaliation • Proven ability to manage a caseload independently and to a high standard, from intake through to final report • Knowledge of federal, state and local laws and statutes governing employment policies and practices • Strong understanding and application of workplace investigation best practices and standards, including conducting neutral fact-finding interviews, credibility assessments and maintaining confidentiality • Sound judgement and discretion in handling highly sensitive and confidential matters, including those involving colleagues within the People Team • Experience supporting multiple business functions (for example engineering, sales and corporate functions) and building credibility with leaders at all levels • Excellent planning, organisation and time management skills, with attention to detail and the ability to handle multiple matters in a fast-paced, time-sensitive environment • Ability to communicate objectively with employees and management through complex, difficult and emotional issues. Outstanding written and verbal communication skills • Strong business acumen and the ability to build relationships across all levels of the organi