Employee Relations Business Partner

Who We Are

Nuro is a self-driving technology company on a mission to make autonomy accessible to all. Founded in 2016, Nuro is building the world’s most scalable driver, combining cutting-edge AI with automotive-grade hardware. Nuro licenses its core technology, the Nuro Driver™, to support a wide range of applications, from robotaxis and commercial fleets to personally owned vehicles. With technology proven over years of self-driving deployments, Nuro gives the automakers and mobility platforms a clear path to AVs at commercial scale, empowering a safer, richer, and more connected future.

About The Role

We're hiring an Employee Relations Business Partner as we scale our Operations organization. This role is the primary owner of employee-specific issues requiring investigation, documentation, policy interpretation, and disciplinary guidance across our frontline workforce and, ultimately, across Nuro.

This role complements, but does not replace, our Operations HRBP and People & Compliance Site Lead roles. The Operations HRBP is the strategic partner to Operations leaders, focused on org design, manager development, workforce planning, and team effectiveness. The People & Compliance Site Lead focuses on site execution, readiness, audits, and surfacing operational risks. This role owns the employee-specific casework those functions surface and escalate.

This is an individual contributor role reporting into the People team, with close partnership to Employment Legal and HRBPs.

About The Work

• Own employee relations intake, triage, and investigations for the Operations workforce and broader Nuro population, ensuring timely, fair, and well-documented case handling
• Lead investigations end-to-end: conduct witness interviews, prepare question outlines, organize interview notes, gather and review documentation, make objective fact findings, summarize key issues, and communicate findings to relevant stakeholders
• Draft investigation reports and written summaries; close out appropriately with both complainant and subject
• Partner with frontline supervisors and managers on corrective action, disciplinary consistency, documentation quality, and separation readiness
• Support high-volume ER matters including attendance, job abandonment, professionalism, policy violations, interpersonal conflict, reporting failures, and other conduct-related concerns
• Partner on urgent safety and conduct escalations, including suspected impairment, training-related concerns, and incidents requiring immediate HR support
• Coach managers through difficult employee conversations, written warnings, administrative leave, and separation planning
• Track data on concerns raised; identify trends across cases and manager requests, and translate them into recommendations for training, policy clarity, and process improvement
• Build and improve scalable ER tools and processes, including investigation templates, intake workflows, manager guidance, and offboarding standards
• Partner closely with Employment Legal, HRBPs, Safety, People Ops, Workplace, and staffing vendors to ensure aligned case handling and a consistent employee experience
  
  

About You

• 5 years of experience in employee relations, investigations, HRBP, HR generalist, or employment law roles, including direct ownership of complex ER matters; in-house or employment counsel backgrounds welcome
• Strong investigation skills: interviewing, fact assessment, documentation review, and written recommendation development; AWI-CH certification or equivalent investigation-focused training strongly preferred
• Experience supporting hourly, non-exempt, contingent, or shift-based workforces in operations, logistics, transportation, manufacturing, warehouse, retail, hospitality, or similarly fast-paced environments
• Ability to manage a high volume of cases with strong judgment, responsiveness, and close attention to detail
• Strong manager coaching skills and the ability to guide frontline leaders through difficult employee issues with clarity and consistency
• Excellent written communication and documentation skills
• Strong knowledge of California employment law and ER practices for high-volume environments; Texas experience is a plus
• Calm, practical, and solutions-oriented in ambiguous or high-pressure situations
• Highly organized and process-minded, with the ability to build lightweight systems that improve consistency without slowing down operations
• Comfortable building trust across employees, managers, and cross-functional partners while handling sensitive matters with discretion
• Comfortable working in site-based, shift-driven environments, with occasional off-hours support as needed
  
  

Bonus Points

• Experience supporting multi-site or 24/7 operations
• Experience in safety-sensitive, industrial, transportation, or other high-accountability environments
• Experience handling cases involving harassment, discrimination, retaliation, racially charged incidents, or suspected impairment
• Experience supporting temporary workforce models and partnering directly with vendors
• Experience building ER playbooks, manager toolkits, investigation frameworks, or disciplinary processes in high-growth environments
• J.D. or employment law background
• PHR, SPHR, SHRM-CP, SHRM-SCP, or AWI-CH certifications
  
  

At Nuro, your base pay is one part of your total compensation package. For this position, the reasonably expected base pay range is between $125,400 and $188,100 for the level at which this job has been scoped. Your base pay will depend on several factors, including your experience, qualifications, education, location, and skills. In the event that you are considered for a different level, a higher or lower pay range would apply. This position is also eligible for an annual performance bonus, equity, and a competitive benefits package.

At Nuro, we celebrate differences and are committed to a diverse workplace that fosters inclusion and psychological safety for all employees. Nuro is proud to be an equal opportunity employer and expressly prohibits any form of workplace discrimination based on race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, genetic information, disability, veteran status, or any other legally protected characteristics.