Sr. People Relations Partner

As a member of the People Relations team, the Senior People Relations Partner engages with the business to drive performance enablement best practices, provide performance coaching and facilitation of performance management actions, and provide all aspects of employee relations, including investigations, and support of various projects throughout the organization. This position is both hands-on and strategic and requires a high degree of collaboration, employee relations expertise, and the ability to interact well with all levels of the business. The ideal candidate will possess a strong ability to consult with and influence senior leaders, work autonomously, and drive initiatives independently.

This position will report to our Director, People Relations Partner. This role can be based in our Austin office or remotely within the U.S.

What you’ll do:

• Work with various business leaders,  People Partners and People Generalists to drive end-to-end performance enablement best practices to include; performance coaching for people leaders, advising on complex performance cases, and to driving the overall success of performance enablement actions.

• Independently conduct unbiased investigations, determine findings, and prepare all required documentation. This includes but is not limited to conducting confidential interviews, preparing a clear and concise report summarizing findings of the investigation as well as maintaining case management/tracking tools

• Maintain confidentiality and sensitivity to all issues, and conduct investigations in an unbiased manner.

• Ability to immediately build trusted relationships and rapport with key stakeholders, i.e., legal partners with expectation to drive successful interlocks

• Identify relevant investigation issues, potential evidence and investigative actions and identify and partner with other teams as appropriate to ensure follow-up on employee concerns. Maintain consistent interactions with leaders, partners, and employees to help navigate new or critical situations that require ER expertise spontaneously. 

• Analyze employee relations data to identify and address trends and recommend needed outcomes with our People Partners to develop proactive strategies, solutions, programs and practices that demonstrate a robust understanding of Procore’s business objectives,  dynamics and overall org health

• Support, train and coach People Partners in regard to Performance Enablement actions, emerging Employee Relations topics, updates to policies, local practices and/or new laws and regulations

• Drive and/or support various projects within the Performance Enablement and Employee Relations scope, e.g., policy and handbook reviews, and maintenance

• Embody the core values we have as an organisation of openness, ownership and optimism

What we’re looking for: 

• Bachelor’s Degree and 7-10 years of experience with workplace investigations best practices and standards, including conducting neutral fact-finding interviews (experience investigating allegations of harassment, discrimination and retaliation) while maintaining a high degree of confidentiality; performance management facilitation and engagement; Master’s Degree/JD preferred. 

• Desire to be part of a growth journey, navigating complexity and ambiguity and developing new solutions to meet ever evolving business needs

• Deep knowledge of federal, state and local laws, statutes, which govern employment policies and practices; international experience a plus

• Thorough understanding and experience with application of all aspects of performance enablement, navigating key partnerships, ability to build strong, trusted partnerships across all levels of the organization

• Excellent planning, organization and time management skills, attention to detail, ability to handle multiple tasks, and work in a fast-paced, time-sensitive environment

• Ability to objectively communicate with employees and management through complex, difficult, and emotional issues 

• Excellent communicator with outstanding written and verbal communication skills

• Strong business acumen demonstrated through familiarity with internal and external HR principles, concepts, practices, and standards

• Strong project management skills and experience managing large-scale projects

Perks & Benefits

At Procore, we invest in our employees and provide a full range of benefits and perks to help you grow and thrive. From generous paid time off and healthcare coverage to career enrichment and development programs, learn more details about what we offer and how we empower you to be your best.

About Us

Procore Technologies is building the software that builds the world. We provide cloud-based construction management software that helps clients more efficiently build skyscrapers, hospitals, retail centers, airports, housing complexes, and more. At Procore, we have worked hard to create and maintain a culture where you can own your work and are encouraged and given resources to try new ideas. Check us out on Glassdoor to see what others are saying about working at Procore.

We are an equal-opportunity employer and welcome builders of all backgrounds. We thrive in a dynamic and inclusive environment. We do not tolerate discrimination against candidates or employees on the basis of gender, sex, national origin, civil status, family status, sexual orientation, religion, age, disability, race, traveler community, status as a protected veteran or any other classification protected by law.

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Alternative methods of applying for employment are available to individuals unable to submit an application through this site because of a disability. Contact our benefits team here to discuss reasonable accommodations.

For Los Angeles County (unincorporated) Candidates:

Procore will consider for employment all qualified applicants, including those with arrest or conviction records, in accordance with the requirements of applicable federal, state, and local laws, including the City of Los Angeles’ Fair Chance Initiative for Hiring Ordinance, the Los Angeles County Fair Chance Ordinance for Employers, and the California Fair Chance Act.

A criminal history may have a direct, adverse, and negative relationship on the following job duties, potentially resulting in the withdrawal of the conditional offer of employment: 1. appropriately managing, accessing, and handling confidential information including proprietary and trade secret information, as well as accessing Procore's information technology systems and platforms; 2. interacting with and occasionally having unsupervised contact with internal/external customers, stakeholders, and/or colleagues; and 3. exercising sound judgment.