AVP Employee Relations

About the role

Reporting to the Vice President of Employee Relations and Development, the Assistant Vice President, Employee Relations is responsible for managing all aspects of corporate policies, programs, and guidelines which govern employee behavior, diversity, equity and inclusion. They lead the administration and execution of employee relations programs, policies, investigations, workplace conduct standards, and compliance practices across the organization. This role serves as the primary subject matter expert for employee relations matters and provides guidance to leaders and Human Resources partners to ensure consistent application of policies, fair employment practices, and effective resolution of workplace issues. The Assistant Vice President, Employee Relations is responsible for managing employee relations operations, conducting complex investigations, overseeing corrective action processes, supporting diversity and inclusion initiatives, and ensuring compliance with employment laws and company policies. This position partners closely with business leaders to address employee concerns, mitigate risk, strengthen workplace culture, and promote positive employee relations while implementing strategic initiatives established by Human Resources leadership. Foster and promote a safety-conscious and hostile-free work environment resulting in employee safety and well-being.

Responsibilities

• Lead the administration, development, delivery, and implementation of employee relations policies, programs, and workplace standards.
• Ensure consistent, equitable, and legally compliant application of employment policies and administrative action across all business units, serving as a dedicated resource to leaders and HR professionals.
• Provide consultation and guidance to leaders and Human Resources partners regarding employee relations matters, policy interpretation, and employment practices for administrative action decisions up to and including recommendations for termination of employment.
• Deliver training and provide ongoing development of the corporate administrative action system, including eLearning training, classroom professionalism leader training, and facilitating specific case study forums for business units.
• Coordinate and oversee all investigations on a system-wide basis involving workplace conduct, but not limited to, claims of harassment or discrimination.
• Manage the employee appeals and complaint resolution process and ensure timely, thorough, and objective review of concerns.
• Maintain documentation, reporting, and records related to investigations, corrective action, and employee relations activities.
• Partner with Legal, Compliance, Audit and business leaders to mitigate employee relations risks and ensure regulatory compliance.
• Lead and develop employee relations staff while fostering a culture of professionalism, accountability and service excellence.
• Serve as HR primary point of Ethics program and ensure all investigations are thorough and completed in a timely fashion, (2) the interface with the Audit and Legal departments to ensure appropriate disposition of employee issues and (3) the HR representative on the Employee Peer-to-Peer group.
• Lead the implementation of the holistic strategy to increase the diversity of our employee population and continue to build a culture of inclusion, belonging, and awareness.
• Oversee essential practices and programs related to diversity and inclusion (D&I), bringing thought leadership, a compelling vision for success, and continuing best practices.
• Serve as a key member of our Diversity, Equity & Inclusion Advisory Council and ensure that our DE&I strategy is closely aligned with our business and people strategies. This includes partnering with: Learning & Development on internal course offerings ranging from anti-racism training to leadership development for key under-represented groups, acting as a thought partner and helping to facilitate sessions. Talent Acquisition to grow pipeline and attract talent through events, conferences, and partnerships with professional organizations, educational institutions, local community groups, and non-profit organizations. Human Resources on critical junctures of the employee journey ensuring inclusion, development, and retention of under-represented talent.
• Establish clear goals, design the metrics and processes that will help us measure progress and results of D&I initiatives.
• Oversee Employee Resource Groups (ERGs), providing guidance and direction and ensuring these groups have the appropriate resources and level of influence within the organization.
• Ensure that Delta Community has an inclusive culture that reflects our values of Integrity, Ownership, Teamwork, Dedication, and Flexibility.
• Ensure compliance with federal, state, and local employment laws and regulations.

Required Qualifications

• Must be legally authorized to work in the United States without the need for employer sponsorship, now or at any time in the future.
• Bachelor's Degree or 8+ years' experience in Human Resources, with a significant focus on employee relations, investigations, workplace compliance and administrative action.
• 5 years' experience in leadership.
• Must have knowledge of Diversity, Equity & Inclusion initiatives and best practices.
• Strong knowledge of employment and labor laws as well as HR regulations and practices.
• Must be proficient with the use of business software applications, including Internet skills.
• Should be organized and able to effectively coordinate, prioritize, and manage multiple projects simultaneously.
• Must be willing and able to work flexible hours and travel as needed.
• Excellent ability to successfully communicate, build credibility, and effectively influence leaders and employees at all levels from front-line employees through senior leaders.
• Excellent verbal, written, and technical writing skills to ensure all HR documentation as well as policies and procedures are updated and published as required.
• Strong conflict resolution, mediation, coaching, and consultation skills.
• Must be able to understand and effectively apply legal concepts applicable to the application of administrative action.
• Must have and be able to successfully apply investigative techniques (investigations) to recommend an appropriate application of administrative action.
• Strong organizational skills with the ability to manage competing priorities and meet deadlines.
• Proficiency with Human Resources Information Systems (HRIS) and business software applications.
• Successful candidate should possess the following competencies: Creativity and Innovation, Decision Making, Interactive Communications, Relationship Building, Results Management.
• Complies with all Credit Union policies and procedures including those related to Bank Secrecy Act regulations.

Preferred Qualifications

• Master's Degree or 10+ years of progressive experience in Human Resources, specifically dealing with administrative action and DE&I.
• HRCI Certified Professional Human Resources (PHR or SPHR) or SHRM-Certified Professional (SHRM-CP).

Benefits

• Medical, Dental and Vision Coverage
• Basic Life and Accidental Death & Dismemberment Insurance, Long Term Disability, Employee Assistance Program and MyAdvocate
• Supplemental Insurance or Voluntary Insurance
• 401(k) Plan with Company Match
• Vacation, Holidays and Personal Time Off
• Paid Maternity and Paternity Leave
• Pre-tax Health and Dependent Care Spending Accounts
• Benefit Choice Program
• Health Reward Dollars
• Discount on Gym Reimbursement and Identity Theft Programs
• Legal Services

This response is AI-generated, for reference only.