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. Essential Functions: • 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. Other • This description reflects management’s assignment of essential functions, it does not prescribe or restrict the tasks that may be assigned. • This job description is subject to change at any time.