Job Description

What youll do

As an Employee Relations Business Partner, youll play a key role in developing manager capability while driving accountability and performance management standards company-wide. Youll coach managers to apply performance management with consistency, deliver actionable feedback (verbal and written), and determine appropriate next steps, advancing our high-performance culture where people can perform at their best. In this role, youll also run investigations end-to-end, surfacing insights and themes to the People Business Partner and Legal teams, and oversee calibration logistics for our bi-annual promotion cycles.

This role is designed for someone who is process-driven, thrives in coaching managers, and sees the opportunity to continue growing as a Employee Relations Partner or moving into a People Business Partner role in the future.

Where youll work

This role will be based in our New York office. You must be willing to work in the office at least two days per week, on Wednesday and Thursday. Employees can work remotely for up to four weeks per year.

Responsibilities

• Partner with front-line managers to ensure consistent, fair, and rigorous performance management across teams.
• Coach managers on how to set clear expectations, deliver effective feedback, and take action on performance outcomes.
• Serve as the first point of contact for manager questions on performance-related cases and processes.
• Build and maintain resources such as coaching plan templates, toolkits, and training to strengthen manager effectiveness.
• Run and document employee investigations end-to-end, escalating themes and risks as needed.
• Provide guidance and operational support on employee terminations, ensuring consistency.
• Own operational logistics for promotion and performance check-in calibrations.
• Partner with People Partners and Workplace Experience on RTO (return-to-office) audits.

Requirements

• 3-5 years of experience in HR, ideally in high-growth organizations.
• Demonstrated experience running employee investigations end-to-end, including documentation and recommendations.
• Hands-on experience supporting or executing employee terminations.
• Strong understanding of performance management practices in high-performance cultures (feedback, coaching, calibration, documentation).
• Proven ability to build trusted relationships with managers and influence outcomes.
• Strong organizational skills with the ability to manage and prioritize multiple workstreams.
• Clear and concise communicator, both written and verbal.
• Ability to handle sensitive information with discretion and sound judgment.

Bonus points

• Experience supporting customer-facing or fast-scaling teams.
• Familiarity with performance management systems like Lattice or HRIS tools like Workday.
• Experience with manager enablement or training programs.
• Strong interest in building scalable People processes and improving operational efficiency.

What success looks like

• Managers are consistently upholding Brexs high bar for performance.
• Performance processes, promotions, and check-in cycles run smoothly and predictably, with strong logistics support.
• Risks and underperformance are surfaced early, with thoughtful escalation to senior PBPs.
• You are recognized by managers and PBPs as a trusted, solutions-oriented partner.
• Over time, you are building the skills and scope to grow into a client-facing People Business Partner or Employee Relations role.

Compensation

The expected salary range for this role is $144,00- $180,000. However, the starting base pay will depend on a number of factors, including the candidates location, skills, experience, market demands, and internal pay parity. Depending on the position offered, equity and other forms of compensation may be provided as part of a total compensation package.

Please be aware, job-seekers may be at risk of targeting by malicious actors looking for personal data. Brex recruiters will only reach out via LinkedIn or email with a brex.com domain. Any outreach claiming to be from Brex via other sources should be ignored.

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