Assistant Vice President, Employee Relations & HR Compliance

Overview Reporting to the Vice President & Chief Human Resources Officer, the Assistant Vice President (AVP) for Employee Relations and Compliance leads Auburn University's employee relations function and serves as a senior advisor on complex workforce, compliance, and policy matters. The role provides decision authority for FMLA matters and consultative support for HR policy governance and multistate employment matters. Working with University Human Resources leadership and the Office of General Counsel, the AVP promotes consistent application of employment policy, informed decision-making, and practical risk management while preserving operational ownership within functional HR units. Responsibilities Employee Relations Leadership: Oversees the University’s Employee Relations function, including the Director  of Employee Relations and related staff. Establishes institution-wide standards and governance for employee  relations practice, including case management, investigations, workplace conduct matters, conflict resolution,  and corrective action. Serves as the escalation point for the University’s most sensitive, complex, or high-risk  employee relations matters. Guides HR leaders and Business Partners in the consistent interpretation and  application of employee relations principles, University policy, and sound HR judgment. Identifies trends,  institutional risks, and recurring issues in employee relations matters and recommends improvements to  strengthen consistency, decision-making, and risk mitigation. FMLA Decision Authority: Provides review and decision support in complex FMLA matters, especially those  that intersect with employment actions or other determinations requiring senior HR judgment. Partners with  UHR leadership to assess regulatory changes, interpret implications for the University, and support updates  to FMLA-related processes, guidance, and decision points. Defines escalation criteria for complex or high-risk  FMLA matters and serves as the final decision authority for escalated cases. Supports institutional readiness  for changes in leave-related laws and regulations. Policy Governance and Interpretation: Partners with UHR leadership to shape the governance framework for  HR policy development, review, interpretation, and maintenance. Partners across UHR to support policy  drafting, alignment, and consistent application while preserving ownership within functional units. Identifies  policy gaps, ambiguity, and