Senior Program Director-Employees Relations & Mediation

If you are a job seeker with a disability and require a reasonable accommodation to apply for one of our jobs, you will find the contact information to request the appropriate accommodation by visiting the following our Accessibility Accomodation for Applicants page. Senior Program Director-Employees Relations & Mediation Posted on September 30, 2026 Locations Showing 1 location Seattle, WA 98104, USA Human Resources/DEI Full-Time Requisition #: SENIO003744 Description Salary range is $121,000 to $231,000 with a midpoint of $176,000. New hires typically receive between minimum and midpoint, however, we may go slightly higher based on experience, internal equity and market. Sound Transit also offers a competitive benefits package with a wide range of offerings, including: Health Benefits: We offer two choices of medical plans, a dental plan, and a vision plan all at no cost for employee coverage; comprehensive benefits for employees and eligible dependents, including a spouse or domestic partner. Long-Term Disability and Life Insurance. Employee Assistance Program. Retirement Plans: 401a – 10% of employee contribution with a 12% match by Sound Transit; 457b – up to IRS maximum (employee only contribution). Paid Time Off: Employees accrue 25 days of paid time off annually with increases at four, eight and twelve years of service. Employees at the director level and up accrue additional days. We also observe 12 paid holidays and provide up to 2 paid floating holidays and up to 2 paid volunteer days per year. Parental Leave: 12 weeks of parental leave for new parents. ORCA Card: All full-time employees will receive an ORCA card at no cost. Tuition Reimbursement: Sound Transit will pay up to $5,000 annually for approved tuition expenses. Inclusive Reproductive Health Support Services. Compensation Practices: We offer competitive salaries based on market rates and internal equity. In addition to compensation and benefits, you’ll find that we provide work-life balance, opportunities for professional development and recognition from your colleagues. GENERAL PURPOSE: Reporting to the Director of Strategic Impact & Improvement, the Employee Relations position serves as an individual contributor and the People & Culture subject matter expert on employee relations. This position provides strategic consultation and expertise on a broad range of routine to highly complex employee relations matters involving both represented and non-represented employees, ensuring equitable, inclusive, consistent, and legally compliant workplace practices. The role conducts impartial fact-finding activities, analyzes workplace issues, develops recommendations, and collaborates with the Director of Strategic Impact & Improvement, the Executive Director of ST People, HR Business Partners, Labor Relations, Legal, and the Office of Civil Rights, Equity & Inclusion to inform decision-making and mitigate organizational risk. The position drives the continuous improvement of employee relations programs, processes, tools, and training to strengthen organizational capability and advance equitable, inclusive, and consistent workplace practices. In addition, this position may serve as the designated backup to the Director of Strategic Impact & Improvement, ensuring continuity of leadership and support for the Strategic Impact & Improvement team and its functions as needed. ESSENTIAL FUNCTIONS: The following duties are a representative summary of the primary duties and responsibilities. Incumbent(s) may not be required to perform all duties listed and may be required to perform additional, position-specific duties. Serve as the People & Culture subject matter expert on employee relations matters ranging from routine to highly complex and sensitive issues involving both represented and non-represented employees, including policy violations, workplace conflict, performance concerns, misconduct, and other workplace matters. Conduct impartial fact-finding activities by gathering and analyzing information to identify trends and assess legal defensibility; conducting interviews; assessing facts; and preparing findings and recommendations using case management software and reporting tools. Provide consultation, guidance, and employee relations expertise to employees, leaders, and HR Business Partners on employee relations matters, including performance coaching, disciplinary actions, and risk mitigation strategies. Partner with the Director of Strategic Impact & Improvement, Executive Director of ST People, HR Business Partners, Labor Relations, Legal, and Office of Civil Rights, Equity & Inclusion, as appropriate, to align on recommendations and support informed decision-making. Develop and deliver inclusive, equitable employee relations processes, policies, and systems that scale with agency growth and operational needs. Maintain thorough and accurate documentation of employee relations matters and fact-finding activities. Identify trends and systemic issues and, in partnership with HR Business Partners, develop and implement proactive solutions, programs, tools, resources, templates, and training that strengthen workplace practices, build leader capability, and mitigate agency risk. Promote the equitable, inclusive, consistent, and legally compliant application of policies, collective bargaining agreements, and employment practices across the agency. Lead alternative dispute resolution processes, including meditated conversations and mutually agreed resolutions. Champions and models Sound Transit's core values and demonstrate values-based behaviors in everyday interactions across the agency. Contributes to a culture of diversity, equity and inclusion in alignment with Sound Transit’s Equity & Inclusion Policy. It is the responsibility of all employees to follow the Agency safety rules, regulations, and procedures pertaining to their assigned duties and responsibilities, which could include systems, operations, and/or other employees. It is the responsibility of all employees to integrate sustainability into everyday business practices. Other duties as assigned. MINIMUM QUALIFICATIONS: Education and Experience: Bachelor's degree in Human Resources, Business Administration, Public Administration, Employment Law, Organizational Development, Industrial/Organizational Psychology, Conflict Resolution, or a closely related field. Eight years of progressively responsible human resources experience. Experience in providing human resources support in both union-represented and non-union-represented work environments. Experience serving in a consultative human resources role, partnering with employees, leaders, and legal counsel on employee relations, performance management, policy interpretation, and other human resources matters. Required Licenses or Certifications: None. Preferred Licenses or Certifications: Professional certification in human resources, employee relations, workplace investigations, mediation, or conflict resolution (e.g., SHRM-SCP, SPHR, Certified Mediator, or equivalent). Required Knowledge and Skills: Comprehensive knowledge of employee relations principles, practices, and strategies, including the resolution of routine to highly complex workplace issues involving represented and non-represented employees. Knowledge of federal, state, and local employment laws, collective bargaining agreements, and workplace policies and practices. Knowledge of workplace investigations, impartial fact-finding methodologies, interviewing techniques, evidence assessment, documentation standards, and risk assessment principles. Knowledge of performance management, coaching and disciplinary processes, mediation, alternative dispute resolution, and conflict resolution practices. Demonstrated ability to conduct impartial fact-finding activities; analyze information; assess facts, credibility, and organizational risk; and develop sound, practical recommendations. Demonstrated ability to consult with, coach, and influence employees, leaders, and HR Business Partners on employee relations matters while exercising sound judgment and maintaining confidentiality. Strong interpersonal, collaboration, and relationship-building skills, with the ability to work effectively across organizational functions and with diverse stakeholders. Excellent verbal and written communication skills, including the ability to prepare clear, concise, and legally defensible documentation, findings, and recommendations. Demonstrated ability to identify trends and systemic issues and develop proactive solutions, tools, resources, training, and process improvements that strengthen workplace practices and mitigate organizational risk. Strong organizational and project management skills, including the ability to manage multiple priorities, lead initiatives to completion, and meet established timelines and quality standards. Demonstrated commitment to equity, inclusion, consistency, confidentiality, and the legally compliant application of employment policies, practices, and collective bargaining agreements. Proficiency with case management systems, Microsoft Office applications, and other technology used to manage employee relations cases, documentation, and reporting. Preferred Knowledge and Skills: Knowledge of public sector human resources practices and employment laws applicable to public agencies. Knowledge of organizational development, change management, leadership development, and workforce engagement strategies. Knowledge of trauma-informed, restorative, and interest-based conflict resolution practices. Experience designing, implementing, and evaluating employee relations programs, policies, processes, and continuous improvement initiatives. Experience developing and delivering training, workshops, and resources that build leader capability in employee relations and conflict management. Experience using workforce data, metrics, and reporting tools to identify trends, evaluate program effectiveness, and inform organizational decision-making. Experience leading cross-functional initiatives involving Human Resources, Labor Relations, Legal, Civil Rights, Equity and Inclusion, and executive leadership. Demonstrated ability to influence organizational strategy, build consensus among diverse stakeholders, and lead change in complex organizations. Physical Demands / Work Environment: Work is performed in a standard office environment. Work is performed in a hybrid environment with an expectation of working in office a minimum of 3 days per week. Subject to standing, walking, bending, reaching, stooping, and lifting of objects up to 25 pounds. The Agency promotes a safe and healthy work environment and provides appropriate safety and equipment training for all personnel as required. Sound Transit is an equal employment opportunity employer. No person is unlawfully excluded from employment action based on race, color, religion, national origin, sex (including gender identity, sexual orientation and pregnancy), age, genetic information, disability, veteran status or other protected class. Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities This employer is required to notify all applicants of their rights pursuant to federal employment laws.For further information, please review the Know Your Rights notice from the Department of Labor. #J-18808-Ljbffr Sound Transit