ABOUT US

At Cloudflare, we are on a mission to help build a better Internet. Today the company runs one of the world’s largest networks that powers millions of websites and other Internet properties for customers ranging from individual bloggers to SMBs to Fortune 500 companies. Cloudflare protects and accelerates any Internet application online without adding hardware, installing software, or changing a line of code. Internet properties powered by Cloudflare all have web traffic routed through its intelligent global network, which gets smarter with every request. As a result, they see significant improvement in performance and a decrease in spam and other attacks. Cloudflare was named to Entrepreneur Magazine’s Top Company Cultures list and ranked among the World’s Most Innovative Companies by Fast Company.
We realize people do not fit into neat boxes. We are looking for curious and empathetic individuals who are committed to developing themselves and learning new skills, and we are ready to help you do that. We cannot complete our mission without building a diverse and inclusive team. We hire the best people based on an evaluation of their potential and support them throughout their time at Cloudflare. Come join us!

EXPERIENCE & SKILLS REQUIRED

• 12+ years of progressive HR/employee relations/compliance experience with an emphasis on investigations, including a minimum of 5+ years leading an ER team.
• Minimum of 8-10 years of experience in Employee Relations, or HR Business Partnering, with a track record of leading high-impact ER initiatives. Law degree strongly preferred.
• Prior success developing and deploying employee relations initiatives for global organizations that are growing and transforming at a rapid pace.
• Experience leading ER within the technology industry is required.
• Experience working with teams across diverse locations and geographies.
• Experience in both established organizations and smaller, growth-oriented companies is ideal.

KNOWLEDGE & SKILLS:

• Extensive knowledge of employee relations, labor relations, and HR practices, with the ability to navigate complexity and ambiguity.
• Deep understanding of global employment and labor laws/regulations.
• Strong analytical and problem-solving skills with the ability to apply sound judgment.
• Demonstrated ability to analyze data and trends to develop actionable insights.
• Exceptional verbal and written communication skills, with a proven ability to influence and advise senior leaders.
• Proven ability to develop and maintain trusted relationships with HR Partners, business leaders, and employees.
• Ability to work in a fast-paced environment, managing multiple complex priorities and meeting deadlines.
• A collaborative, inclusive leadership style that supports the company’s values and culture.
• Uncompromising integrity, with the ability to act with respect and lead with dignity.

CRITICAL LEADERSHIP CAPABILITIES

• Customer-First Mindset: Fosters a proactive, customer-centric culture. Instills a builder’s mentality in the team to develop solutions that improve the customer experience.
• Driving Results: Takes autonomous action and instills urgency to deliver on goals. Innovates with an entrepreneurial spirit, guided by strong business acumen.
• Collaborating and Influencing: Builds effective cross-functional partnerships. Proactively engages stakeholders to gain broad support by listening and presenting sound arguments.

ABOUT THE ROLE

The Employee Relations Leader, reporting to the Global Head of GTM Business Partners, will provide expert advice and coaching on all aspects of the employment relationship. This role involves preventing, advising on, and resolving complex workplace situations, while upholding Cloudflare’s culture, policies, and legal standards. The work requires high judgment and a unique skill set to address a wide range of highly sensitive issues.

RESPONSIBILITIES

Strategic Leadership:
Act as a strategic partner to the leadership team and define, build, and execute the employee relations strategy. Lead the Employee Relations function, serving as a strategic advisor to senior HR leaders, business leaders, and Legal on ER matters, policy interpretation, and risk mitigation. Build, develop and implement enterprise-wide ER frameworks, policies, and processes aligned with the company’s culture and values, ensuring consistency and compliance. Partner with the Legal and broader HR leadership team to create consistency and alignment between employee relations programs and talent management initiatives.
HR Investigations & Performance Management:
Manage and oversee the processes for internal allegations, claims, and complex, high-risk, and sensitive workplace issues, including workplace investigations, performance management, and involuntary terminations. Partner with Legal, Compliance, and other areas to lead investigations and oversee adherence to firm policies. Track investigations and disciplinary actions in centralized internal systems, maintaining confidentiality and compliance. Provide leadership and mentorship to ER team members and HR partners in managing complex cases. Counsel individual employees regarding work concerns, health, and personal issues that may impact work.
Data, Analytics & Continuous Improvement:
Leverage data and analytics to measure the effectiveness of HR processes and identify trends. Provide trend data and feedback to Legal, HR teams, and business leaders to proactively reduce risk in the organization. Drive continuous improvement initiatives within ER and the broader HR operating model to support organizational effectiveness. Identify design and process inefficiencies and recommend or implement appropriate solutions.
Policy, Compliance & Training:
Develop, reinforce, and audit global HR policies, employment agreements, and employee handbooks to ensure compliance with local laws and regulations globally,. Collaborate with the Legal team to ensure compliance with employment laws and regulations. Build and oversee the design and delivery of employee relations training and enablement programs for HR and people leaders to build capability across the organization. Partner with HR team members to address disability leave management, reintegration, and accommodation requests.