Newegg

Compensation

Full Description

Key Responsibilities   1. Complex Employee Relations   * Lead end-to-end ER investigations covering harassment, discrimination, retaliation, policy violations, and workplace conduct issues; produce defensible written findings.  * Serve as the single point of contact for sensitive separations, mutual separations, and reductions-in-force; partner with Legal on documentation and risk mitigation.  * Advise managers on conflict resolution, performance concerns, accommodation requests (ADA/FEHA), leave interactions, and grievance handling.  * Build and maintain ER case tracking and reporting; identify systemic trends and recommend policy or training interventions.  * Manage EAP escalations and act as a confidential channel for employee concerns escalated to corporate.  1. Performance Management   * Own the corporate performance management framework — calibration, PIP design, mid-cycle interventions, and termination decisions.  * Coach people managers on delivering difficult feedback, documenting performance concerns, and structuring corrective action plans.  * Translate performance data into actionable insights for leadership; flag flight risk, low-performer concentration, and managerial gaps.  * Partner with Talent Development on capability uplift programs that address recurring performance themes.  1. Compliance & Policy   * Lead compliance with federal employment regulations (EEO, FMLA, FLSA, ADA, NLRA, Title VII) and California-specific statutes (FEHA, CFRA, PAGA, Wage & Hour, AB 1825 training, AB 5).  * Maintain and refresh the Employee Handbook, ER playbooks, and corporate HR SOPs; ensure timely updates following regulatory changes.  * Conduct or coordinate internal compliance audits (I-9, classification, leave administration, recordkeeping).  * Manage state and federal agency interactions (DFEH/CRD, EEOC, DOL) with Legal oversight; prepare position statements and respond to charges.  1. Leadership Communication & Presentation   * Present ER trends, compliance posture, and policy proposals to executive leadership; translate legal nuance into business-actionable narratives.  * Build executive-ready dashboards on ER caseload, performance distribution, and compliance KPIs.  * Facilitate manager training on people-management fundamentals — investigations, documentation, accommodation, termination.  1. HRBP / Partner Activities   * Serve as primary HR partner to assigned corporate functions; coach leaders on org design, engagement, and talent moves.  * Collaborate with Talent Acquisition, Total Rewards, and Talent Development on cross-functional initiatives.  Qualifications Must-Have Qualifications   * Bachelor's degree in HR, Business, Industrial Relations, or related field (Master's / JD is a plus).  * 6+ years of progressive HR experience for HR Manager track; or 4–5 years HR experience for HRBP track.  * Demonstrated ownership of complex ER investigations end-to-end (at least 20+ cases with documentation).  * Deep working knowledge of California employment law (FEHA, PAGA, wage & hour, leave laws).  * Strong written and verbal English; ability to deliver concise, evidence-based presentations to senior leadership.  * Experience drafting position statements or working alongside outside counsel on agency charges.  Nice-to-Have   * PHR / SPHR / SHRM-SCP / SHRM-CP certification.  * Bilingual Mandarin/English — strong plus  * E-commerce, retail, or technology industry background;   * Prior experience supporting a publicly traded company (SOX-adjacent HR controls).