Description

GENERAL SUMMARY:

The People Operations Business Partner is the primary partner to people leaders and employees on employee relations, performance, and owning the overall employee experience at Vyne. This role leads sensitive employee relations matters, owns the employee lifecycle from onboarding through offboarding, and coaches managers to build leadership capability, strengthen performance, and resolve people issues.

The People Operations Business Partner also drives performance enablement, maintains Vyne’s job architecture and career-pathing frameworks that support employee growth, and safeguards HR policy and compliance. The ideal candidate is a trusted, discreet advisor with strong judgment, deep knowledge of employment law, and the ability to coach and influence leaders at every level of the organization.

DUTIES & RESPONSIBILITIES:

Engagement & Culture

• Facilitate employee roundtables and contribute to employee engagement and employee satisfaction and retention initiatives.
• Responsibly leverage AI to elevate the People function, proactively identifying opportunities to automate, enhance, and streamline HR processes while protecting data privacy and applying sound human judgment.
• Utilize engagement survey data and exit feedback to identify trends and opportunities for improving the employee experience.
• Act as a champion of a fair and respectful workplace by driving ER programs that support belonging and equity.

Employee Relations

• Serve as a trusted advisor to people leaders and employees on HR policies, employee relations, and workplace concerns.
• Partner across all levels of the organization, including executive leadership, managers, and employees on matters related to people operations.
• Maintain current knowledge of federal and state employment law and ensure consistent, compliant application of policy.
• Exercise sound judgment and discretion in handling confidential and sensitive information.
• Serve as the first point of contact for employee relations conversations and concerns.
• Conduct fact-finding interviews and maintain thorough documentation through resolution.
• Lead or oversee sensitive internal investigations, disciplinary actions, and complex workplace issues.
• Advise on and support employment-related legal matters—discussion, prevention, and resolution.
• Facilitate mediation for employee issues and manage employee hardship situations.
• Work directly with people leaders on a regular basis regarding employees, team structure, and issues.

Performance Management

• Drive biannual and annual performance cycles, including reminders to managers and employees.
• Provide performance-tracking updates and completion reporting to the Executive Leadership Team.Support managers through org changes and performance-related questions.
• Prepare for and conduct Performance Improvement Plan (PIP) discussions with managers and employees.
• Coach managers on corrective action, performance conversations, and effective communication.
• Promote a culture of accountability, feedback, and continuous learning.

Onboarding & Offboarding

• Conduct new hire orientation, including onboarding sessions and follow-up 1:1s.
• Lead new hire check-ins and coordinate new hire announcements.
• Administer 30, 60, and 90-day onboarding surveys.
• Manage the full termination process, including exit checklists, final pay coordination, and HRIS processing.
• Conduct exit interviews and track regrettable turnover, turning data into actionable items that promote high employee satisfaction and retention.
• Prepare and deliver separation agreements and coordinate RIF outplacement services (e.g., LHH).

People Operations & Team Collaboration

• Manage the HR mailbox and channel responses, ensuring timely employee support.
• Contribute to CEO weekly updates and participate in HR team, SLT, and quarterly (QDR) meetings.
• Own the annual review and revision of the employee handbook and HR policies.
• Maintain policies and procedures to ensure ongoing compliance.
• Approve offer letters and conduct final-round interviews for Manager and Director-level roles.
• Partner with hiring managers to create and maintain compliant, consistent job descriptions.
• Coordinate weekly with the recruiter and talent team on open roles.
• Perform administrative duties related to the HR function and support broader People team projects as needed.

Requirements

• Bachelor’s degree in Human Resources, Business, or related field.
• 5+ years of progressive HR experience, including at least 3 years of experience in employee relations.
• Hands on experience using AI tools responsibly; fluency in Claude Cowork a strong plus.
• Experience in Rippling is a plus.
• Knowledge of employment laws and best practices in ER, investigations, and organizational policy.
• Experience managing ER in multi-state and/or multi-site organizations.
• Proven ability to manage complex, sensitive, and confidential matters with integrity and discretion.
• Strong interpersonal, communication, and coaching skills with the ability to influence across all levels.
• Experience with HRIS, case management systems, and ER analytics tools.
• Strong problem solving and creative skills and the ability to exercise sound judgment and make decisions based on accurate and timely analyses.
• High level of integrity and dependability with a strong sense of urgency and results-orientation. 
• Role is located in Lindon, Utah. Will begin as fully remote and transition to hybrid late 2026.