• Serve as a primary point of contact for employee relations matters, including performance concerns, interpersonal issues, investigations, and complex workplace scenarios • Coach managers through difficult conversations, feedback delivery, performance management, and documentation • Provide consistent, fair, and legally sound guidance across key employee lifecycle moments • Act as a trusted advisor to leaders on people-related risks, decisions, and trade-offs • Partner with the Head of People to translate company strategy into people practices that are right-sized for scale • Identify patterns and systemic issues early and recommend practical, upstream interventions • Serve as a change partner to leaders, helping design, position, and operationalize organizational changes to drive understanding, adoption, and trust. • Support performance management processes, goal-setting, feedback cycles, and manager capability building • Partner with leaders on team structure, talent and succession planning, and ways of working that enable strong performance and sustainable growth • Help managers navigate underperformance, role clarity challenges, and organizational change • Reinforce a culture of high performance without unnecessary bureaucracy • Help build and refine People processes, templates, documentation, and manager resources • Partner on tools and workflows that improve consistency, efficiency, and employee experience • Balance compliance, speed, and sound judgment as the company grows • Partner with the Head of People to support change initiatives (e.g., policy updates, process shifts), including re-education, leader enablement, and reinforcement • Partner with People Ops, Legal, and Finance to ensure compliance with federal, state, local, and our local partners with regard to international employment laws • Support leave administration, policy application, and complex employee situations • Help ensure People practices are defensible, consistent, and aligned with company values.