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

US (SF Bay Area, DC Metro, NYC, Seattle) Pay Range

$148,400 — $222,600 USD

The minimum and maximum base salaries for this role are posted below; additionally, the role is eligible for bonus potential, equity and benefits. The range displayed reflects the minimum and maximum target for new hire salaries for the role based on U.S. location. Within the range, the salary offered will be determined by work location and additional factors, including job-related skills, experience, and relevant education or training.

• US2 (all other US offices/remote) Pay Range
• $133,600 — $200,400 USD
• Join Us in Securing and Accelerating the World's AI Transformation

Rubrik (RBRK), the Security and AI Operations Company, leads at the intersection of data protection, cyber resilience, and enterprise AI acceleration. Rubrik Security Cloud delivers complete cyber resilience by securing, monitoring, and recovering data, identities, and workloads across clouds. Rubrik Agent Cloud accelerates trusted AI agent deployments at scale by monitoring and auditing agentic actions, enforcing real-time guardrails, fine-tuning for accuracy and undoing agentic mistakes.

Linkedin

|

X (formerly Twitter)

|

Instagram

|

Rubrik.com

Inclusion @ Rubrik

At Rubrik, we are dedicated to fostering a culture where people from all backgrounds are valued, feel they belong, and believe they can succeed. Our commitment to inclusion is at the heart of our mission to secure the world’s data.

Our goal is to hire and promote the best talent, regardless of background. We continually review our hiring practices to ensure fairness and strive to create an environment where every employee has equal access to opportunities for growth and excellence. We believe in empowering everyone to bring their authentic selves to work and achieve their fullest potential.

Our inclusion strategy focuses on three core areas of our business and culture:

Our Company: We are committed to building a merit-based organization that offers equal access to growth and success for all employees globally. Your potential is limitless here.

Our Culture: We strive to create an inclusive atmosphere where individuals from all backgrounds feel a strong sense of belonging, can thrive, and do their best work. Your contributions help us innovate and break boundaries.

Our Communities: We are dedicated to expanding our engagement with the communities we operate in, creating opportunities for underrepresented talent and driving greater innovation for our clients. Your impact extends beyond Rubrik, contributing to safer and stronger communities.

Equal Opportunity Employer/Veterans/Disabled

Rubrik provides reasonable accommodations to qualified applicants and employees with disabilities in accordance with applicable law. If you need an accommodation to participate in the application process or to perform your job, please contact hr@rubrik.com

. Accommodations may include changes to the application process, documents in an alternate format, a sign language interpreter, or specialized equipment.

EEO IS THE LAW

NOTIFICATION OF EMPLOYEE RIGHTS UNDER FEDERAL LABOR LAWS