Employee Relations Specialist I/II/III

Overview

The Employee Relations Specialist supports the Manager of Employee Relations and Investigations in fostering a respectful, inclusive, and legally compliant workplace. The Specialist will play a hands-on role in addressing employee concerns, assisting with investigations, and guiding managers and employees on HR policies and procedures.

This position involves handling day-to-day employee relations matters, ensuring that processes are fair, transparent, and aligned with the organization's values and policies. The role requires excellent problem-solving abilities, interpersonal skills, and discretion Responsibilities Employee Relations Support: Acts as the first point of contact for employees and managers on a range of employee relations matters, offering guidance on policies, procedures, and workplace best practices.

Assists in addressing workplace concerns, performance issues, and grievances, promoting resolution and a positive work environment. Partners with the Manager to ensure consistent application of policies and procedures across departments, helping to resolve issues fairly and equitably. Assists with Investigations: Supports the investigation process by gathering and documenting information, conducting preliminary interviews, and assisting with evidence collection in accordance with organizational and legal standards.

Maintains thorough and organized records for each case in HR Acurity, Maxient, and Ethics. Point as required, ensuring confidentiality and accuracy. Provides administrative and logistical support to the Manager in complex cases, helping ensure investigations are timely, objective, and impartial. Continuous Improvement: Contributes to the continuous improvement of employee relations and investigation processes, suggesting new approaches or methods for addressing employee concerns.

Stays updated on trends in employee relations and compliance, offering recommendations for improvements in people processes and policy adherence. Policy and Legal Compliance: Helps ensure that employee relations activities align with local, state, and federal laws and organizational policies, proactively identifying potential issues.

Collaborates with the Manager to develop and update HR policies and procedures, providing insights from employee feedback and case trends. Training and Development Support: Aids in designing and delivering training programs for managers and employees on employee relations topics, such as conflict resolution, policy compliance, and effective communication.

Provides one-on-one coaching for managers on handling employee relations issues and best practices in documentation and conflict management. Grievance and Disciplinary Processes: Assists in the coordination of grievance processes, ensuring timelines, procedures, and legal requirements are met. Prepares and organizes documentation for grievance panels, scheduling hearings, and keeping all parties informed.

Ensures that disciplinary actions are documented, accurate, and comply with organizational policies and legal requirements.

Qualifications

Bachelor's degree Level II: Bachelor's degree + 2 years of experience in HR, employee relations, or a related field. Level III: Bachelor's degree + 4 years of experience in HR, employee relations, or a related field. Why Work at Auburn? Life-Changing Impact: Our work changes lives through research, instruction, and outreach, making a lasting impact on our students, our communities, and the world.

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A Place for Everyone: Auburn is committed to fostering an environment where all faculty, staff, and students are welcomed, valued, respected, and engaged. Ready to lead and shape the future of higher education? Apply today! War Eagle! Equal Opportunity Compliance Statement It is our policy to provide equal employment and education opportunities for all individuals without regard to race, color, national origin, religion, sex, sexual orientation, gender identity, gender expression, pregnancy, age, disability, protected veteran status, genetic information, or any other classification protected by applicable law.

Please visit the Office of Equal Opportunity Compliance's website to learn more. Posted Date 10/20/2026 Employee Relations Support: Acts as the first point of contact for employees and managers on a range of employee relations matters, offering guidance on policies, procedures, and workplace best practices. Assists in addressing workplace concerns, performance issues, and grievances, promoting resolution and a positive work environment.

Partners with the Manager to ensure consistent application of policies and procedures across departments, helping to resolve issues fairly and equitably. Assists with Investigations: Supports the investigation process by gathering and documenting information, conducting preliminary interviews, and assisting with evidence collection in accordance with organizational and legal standards.

Maintains thorough and organized records for each case in HR Acurity, Maxient, and Ethics. Point as required, ensuring confidentiality and accuracy. Provides administrative and logistical support to the Manager in complex cases, helping ensure investigations are timely, objective, and impartial. Continuous Improvement: Contributes to the continuous improvement of employee relations and investigation processes, suggesting new approaches or methods for addressing employee concerns.

Stays updated on trends in employee relations and compliance, offering recommendations for improvements in people processes and policy adherence. Policy and Legal Compliance: Helps ensure that employee relations activities align with local, state, and federal laws and organizational policies, proactively identifying potential issues.

Collaborates with the Manager to develop and update HR policies and procedures, providing insights from employee feedback and case trends. Training and Development Support: Aids in designing and delivering training programs for managers and employees on employee relations topics, such as conflict resolution, policy compliance, and effective communication.

Provides one-on-one coaching for managers on handling employee relations issues and best practices in documentation and conflict management. Grievance and Disciplinary Processes: Assists in the coordination of grievance processes, ensuring timelines, procedures, and legal requirements are met. Prepares and organizes documentation for grievance panels, scheduling hearings, and keeping all parties informed.

Ensures that disciplinary actions are documented, accurate, and comply with organizational policies and legal requirements. Level I: Bachelor's degree Level II: Bachelor's degree + 2 years of experience in HR, employee relations, or a related field. Level III: Bachelor's degree + 4 years of experience in HR, employee relations, or a related field.