Employee Relations Business Partner

Our mission is to democratize finance for all. An estimated $124 trillion of assets will be inherited by younger generations in the next two decades. The largest transfer of wealth in human history. If you’re ready to be at the epicenter of this historic cultural and financial shift, keep reading.

We are building an elite team, applying frontier technologies to the world’s biggest financial problems. We’re looking for bold thinkers. Sharp problem-solvers. Builders who are wired to make an impact. Robinhood isn’t a place for complacency, it’s where ambitious people do the best work of their careers. We’re a high-performing, fast-moving team with ethics at the center of everything we do. Expectations are high, and so are the rewards.

Robinhood's Employee Relations team partners with leaders and employees to navigate the moments that matter most — workplace concerns, investigations, performance, conflict, and accommodations. Our Employee Relations Business Partners bring clarity and care to complex, sensitive situations, guiding managers through difficult conversations and ensuring every process reflects both our values and our obligations. We sit at the intersection of people advocacy and business accountability, and we do this work with rigor, empathy, and a deep commitment to fairness.

As an Employee Relations Business Partner, you will own the end-to-end employee relations and performance strategy for a dedicated client group, acting as a strategic partner to leadership on performance, conduct, and organizational health. You’ll drive how performance management shows up across your client group, shape the policies and processes that govern it company-wide, and act as the connective tissue between People Partners, Legal, and business leadership when the stakes are highest. This is a senior, hands-on role for someone who wants to own the full performance and ER strategy for a client group — not simply execute against an existing playbook.

At Robinhood, we believe in the power of in-person work to accelerate progress, spark innovation, and strengthen community. Our office experience is intentional, energizing, and designed to fully support high-performing teams.

• →Own the end-to-end employee relations and performance strategy for your client group — acting as a trusted strategic partner to leadership on performance, conduct, and organizational health
• →Drive performance management strategy and execution across your client group, advising leaders on performance improvement plans, corrective action, and complex termination decisions
• →Design, implement, and evolve ER and performance-management policies and procedures in partnership with Legal and Compliance, ensuring alignment with regulatory requirements and company values
• →Serve as the primary ER advisor to People Partners and business leaders, providing guidance and recommendations on complex, high-risk employee and performance matters and pushing back where needed
• →Analyze case and performance trends across your client group to identify systemic issues, and translate findings into concrete policy, process, or people-strategy changes
• →Partner with Learning & Development and Legal to design and deliver training on performance management, policy adherence, and manager effectiveness
• →Own case and performance documentation in HR Acuity, ensuring decisions meet compliance and audit standards, and produce reporting for leadership

• 10+ years of HR experience, including 6+ years as a core Employee Relations Business Partner in a dynamic, high-growth, or highly regulated environment
• A demonstrated track record of owning performance management strategy for a client group from coaching managers through corrective action to complex termination decisions
• Deep knowledge of federal and state employment law (Title VII, ADA, FMLA, and similar), with the judgment to apply it in ambiguous, fast-moving situations
• Experience building or scaling ER and performance-management policy and programs not only operating within an existing framework
• Strong executive presence and stakeholder management skills; comfortable advising, and when necessary challenging, People Partners, Legal, and senior business leaders
• A data-informed approach to identifying performance and workforce trends and driving proactive risk reduction
• Experience with case management systems (e.g., HR Acuity) and rigorous documentation practices