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Purpose of Job

The HRBP / HR Manager — Corporate ER & Compliance will serve as Newegg's principal practitioner for complex employee relations matters and federal/state employment compliance. This role partners directly with corporate leadership, line managers, and the Legal team to resolve high-sensitivity people issues, drive structured performance management, and ensure Newegg's policies and practices remain audit-ready under both federal and California law.

Job Description

Key Responsibilities

• 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.
• 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.
• 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.
• 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.
• 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.

Job Requirements

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).

Essential Mental & Physical Function

Mental Functions: Decisions may affect a work unit or area within a department. May contribute to business and operational decisions that affect the department. This position performs a variety of routine duties within established policies and procedures or by referral to supervisor's guidelines.

Physical Functions: Sitting required 90% of the time. Walking and standing required 5% of the time respectively. No heavy lifting required. Constant keyboarding and telephone usage.

Supervisor Responsibilities

Yes

Language Skills

Must be able to speak, read, write and comprehend English.

Work Environment

Standard office working environment

Travel Requirements

N/A