Human Resources Manager

Human Resources Manager Primary Objective of Position: Provide strategic and operational leadership for all human resources functions to support organizational effectiveness, workforce sustainability, and a positive employee experience. This role partners closely with executive leadership to implement HR strategies, ensure compliance with applicable laws and collective bargaining agreements, and align talent, compensation, and employee development practices with the agency’s mission, operational needs, and safety culture. Responsibilities Management and Supervision of Staff Manage employee performance; provide coaching and mentoring, address performance concerns and issue discipline as appropriate. Manage assigned staff in daily HR functions and guidance across all HR functional areas. Support execution of HR strategy in partnership with the DOA. Participate in HR projects and strategic planning initiatives. Provide oversight for all HR functions, including: Talent acquisition and retention. Compensation and classifications. Benefits and total rewards. Training, development, and onboarding. Performance management and employee engagement. Talent Acquisition & Workforce Planning Collaborate with senior leadership to understand organizational goals related to staffing, recruitment, and retention. Partner with department leaders to identify current and future hiring needs. Implement and oversee best practices in recruitment, selection, and onboarding. Support workforce planning and succession management initiatives. Compensation, Classification & Benefits Conduct job analyses and develop recommendations for classification and compensation changes. Coordinate and review compensation studies and market analysis. Oversee administration of employee benefit programs for union and non‑union employees. Partner with Benefit Broker to manage the annual open enrollment process. Research industry trends and recommend improvements to benefit offerings. Employee Relations & Compliance Review and respond to workplace concerns, grievances and complaints, including conducting or overseeing investigations into employee misconduct. Ensure compliance with agency policies, procedures, and collective bargaining agreements. Monitor employment practices to ensure adherence to federal and state laws and regulations. Act as chief negotiator with unions in partnership with the DOA. Provide guidance and support to managers on performance management, employee relations, and conflict resolution. Maintain current knowledge of employee and labor relations trends, legal decisions, and statutory changes; conduct research necessary to support contract negotiations and employee relations. Represent Metro Bus in mediation, arbitration and/or other legal proceedings related to policy or contract violation and/or unfair labor practice complaints. Training, Development & Employee Experience Make recommendations regarding training and staff development programs, including onboarding, technical training, and professional development. Support return‑to‑work and remedial training programs. Partner with leadership to enhance employee engagement and retention. Help create a positive employee experience across all stages of the employment lifecycle. Advise and support leadership on employee relations, performance management, conflict resolution, and disciplinary actions. Safety, Risk Management & Compliance Programs Partner with Training and Safety to support workers’ compensation programs, claims management, and return to work provisions. Oversee unemployment claims and related processes. Support compliance with Drug and Alcohol program requirements and assist with FTA reporting. Participate in safety initiatives, employee assistance programs, and related committees. HR Operations & Communication Oversee and manage HR communications, including development and distribution of policies, procedures, and employee materials. Ensure consistent interpretation and application of HR policies and practices throughout the organization. Partner with Training and Safety to provide training and technical assistance to employees, supervisors, and management on HR‑related topics. Support implementation of HR programs, systems, and process improvements. Review and update job descriptions regularly. Organizational compliance with employment and labor law requirements Administer Triennial Review ensuring compliance. Ensure compliance with state and federal employment laws including AA/EEO, Title VI, ADAA, Data Practices. Oversee the Workers’ Compensation program, including investigating and processing claims, reviewing claims for trends, identifying areas to reduce the number and severity of claims, oversee the return to work and light duty program. Minimum Qualifications The job requires a four (4) year degree in human resources, labor relations, business or related field of study and three (3) years of human resource, business, compliance, and/or labor relations experience, two (2) years of managerial experience, or an equivalent combination of education and experience. Knowledge, Skills and Abilities Ability to establish and maintain effective internal and external relationships and deal tactfully and courteously with coworkers, customers and clients. Ability to maintain confidentiality of critical records and information. Broad knowledge of personnel administration. Broad knowledge of administration of employee benefits. Experience in union negotiations. Considerable knowledge in employment law and human resource best practices including state and federal regulations, staffing, employee relations, performance management and training. Employ good judgment and make sound decisions in accordance with established procedures and policies; ability to interpret and explain policies and procedures. Ability to interpret and work efficiently from written and oral instructions. Ability to multi‑task and manage multiple projects simultaneously with meticulous attention to detail. Must be able to read and speak English well enough to interpret and explain policies and procedures and effectively communicate with team members; bilingual a plus. Must possess a valid driver’s license or evidence of equivalent mobility. Interpersonal skills sufficient to exchange and/or convey information, receive work direction, and maintain effective working relationships with all levels of employees, committees and groups and to diffuse situations/conversations that have escalated beyond normal limits. Desirable Qualifications PHR, SPHR, or CLRP Certification. Public Sector experience. Transit experience. #J-18808-Ljbffr