Gravie - Manager - HR Risk, Compliance and Employee Relations
Requirements
• 7–10+ years of HR experience with expertise in: • Employee relations and workplace investigations • HR compliance and risk management • Demonstrated experience building or maturing HR policies and governance • Strong knowledge of U.S. employment law • Proven ability to operate independently in ambiguous, evolving environments • Excellent judgment, discretion, and documentation skills • Experience in a scaling or previously immature HR function • Prior partnership with Legal (in-house or external) • Experience implementing ER case management tools or processes • Healthcare, tech, or regulated-industry experience a plus • In order to transform health insurance and build a health plan everyone can love, we need talented people doing amazing work. In exchange, we offer a great overall employee experience with opportunities for career growth, meaningful mission-driven work, and an above average total rewards package. • The salary range for this position is $104,000 - 170,000 annually. Numerous factors including, but not limited to, educations, skills, work experience, certifications, etc. will be considered when determining compensation. In addition to base salary, this position is also eligible to participate in Gravie’s annual bonus program. Stock options may also be awarded as part of the compensation package. • Our unique benefits program is the gravy, i.e., the special sauce that sets our compensation package apart. In addition to standard health and wellness benefits, Gravie’s package includes alternative medicine coverage, flexible PTO, up to 16 weeks paid parental leave, paid holidays, a 401k program, cell phone reimbursement, transportation perks, education reimbursement, and 1 week of paid paw-ternity leave.
Responsibilities
• Design and implement Gravie’s HR risk, compliance, and employee relations operating model • Establish foundational HR policies, procedures, and standards • Create governance frameworks that ensure consistency, fairness, and legal compliance • Partner closely with Legal to ensure policies and practices align with federal, state, and local employment laws • Develop scalable documentation, playbooks, and decision frameworks for leaders and HR partners • Serve as the primary owner of employee relations matters, including: • Workplace concerns and complaints • Conduct and performance-related issues • Investigations involving harassment, discrimination, retaliation, or policy violations • Lead or oversee investigations with objectivity, rigor, and appropriate documentation • Provide risk-informed recommendations to the VP, HR and business leaders regarding outcomes • Ensure consistent application of policy and appropriate resolution of cases • Design and implement standardized ER intake and escalation processes • Clearly define roles between HRBPs, HR Risk & ER, Legal, and leaders • Own ER case tracking, documentation standards, and audit-ready records • Identify trends and systemic risks and recommend proactive mitigation strategies • Act as a trusted advisor to HRBPs • Support HRBPs with ER expertise while maintaining clear ownership boundaries • Lead the rollout and adoption of new HR policies and procedures • Create practical guidance, FAQs, and leader toolkits for HR policies • Partner with HRBP on change management efforts • Surface insights and risks to the VP, HR • Continuously evolve policies and processes to meet business and regulatory needs
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