Knowledge and Experience:
- 5+ years HR experience
- 2-5 years working in a union environment
- Bachelor’s Degree in HR and/or equivalent experience required
- Excellent knowledge of Nevada's Employment laws
- Experience working across multiple locations strongly preferred
- Experienced as a sole contributor supporting 300+ employees
- Experience with HRIS and payrolling systems required
- UKG experience or similar software experience preferred
- Knowledge of key HR regulations (SHRM or similar certification) strongly preferred
- Understanding of discrimination, harassment and workplace bullying issues
- Experience of influencing behavior and delivering through others
- Prefer track record of transportation, or similar, industry experience and a strong focus on customer service
- Legal knowledge and understating of HR practices and policies
- Understanding of Collective Bargaining Agreements required
- Must be flexible and adaptable to shift business priorities
Skills:
- Managerial Leadership skills, ability to effectively manage and motivate staff as an individual contributor
- Managerial Leadership skills in coaching and development
- Excellent communication both oral and writing skills, adapt the level of communication to the audience
- Ability to manage difficult and complex tasks within tight timeframes and several projects at one time
- Ability to work across and integrate diverse activities
- Good planning, long term strategy design and work prioritization skills
- Excellent analyzing skills and techniques (including process design)
- Strong focus on service quality, including both customer service and safety
- Leads change - Demonstrates the confidence and flexibility to accept, embrace, initiate change, work under pressure and in a rapidly changing environment with the ability to inspire support and empower others to achieve team goals using appropriate interpersonal styles and methods
- Organizational skills a must
- Commitment to ongoing HR learning and trainings
- Strong critical thinking skills
- An ethical approach to HR practices
- Strong interpersonal skills
Key Accountabilities:
Recruitment and Onboarding
- Partner with the recruiting department in creating job requisitions and seeking their approval
- Run and review background screening, motor vehicle records for all new hires
- Collaborate with the leadership team in selecting a candidate
- Maintain work structure by updating job requirements and job descriptions for all positions.
- Manage new hire onboarding process which includes collection of new hire documents and ensuring completion of new hire paperwork
- Process I9 and launch E-Verify
- Conduct new hire orientation for all new hires
Employee Relations/ Labor Relations
- Proactively engaging in employee and labor relations issues
- Be a liaison between management and employees to resolve employee relation issues and grievances for both union and nonunion employees.
- Recommend employee discipline as per the CBA
- Collaborate with site leadership on actionable employee decisions and ensure the delivery of high-quality HR processes.
- Work within the CBA, experience in a union environment
- Conduct and complete all employee investigations with professionalism and confidentiality
- May representing the Company at hearings
- May need to create work rules pertaining to site operations while adhering to the CBA
- Demonstrate employee advocacy and develop a reputation as a neutral and approachable HR professional serving all employees.
- Build a solid working relationship with union representatives to seek a common resolution to employee grievances
- Communicate and act on employee survey result
HR Operational functions
- Lead HR and business project initiatives
- Implement HR operational strategies
- Conduct and analyze exit interviews.
- Engage in employee development activities
- Develop and implement facility-staffing strategies inclusive of community outreach.
- Manage programs, policies, and procedures in support of change management and company culture.
- Support management with the performance review process
- Ensure legal compliance by monitoring and implementing company policy, procedures, federal and state law and its requirements.
- Maintain employee files by designing a filing retrieval system in addition to maintaining electronic employee records to view past and current personnel records.
- Contributes to the leadership team in accomplishing HR related tasks pertaining to the client’s request
- May be assigned as a subject-matter expert on one or more human resource disciplines for the company
- Evaluates potential issues or service needs and formulates strategic responses.
- Complete HR reports (e.g., payroll reports, trackers etc.)
Compensation/ Benefits/Payroll function
- Conduct periodic pay surveys, job evaluations, employee incentives.
- Monitor and schedule individual pay actions; implement pay structure revisions as applicable to state, federal and CBA.
- Process promotions, and demotions
- Responsible in setting up new hires to select their benefits, change employee benefits due to a qualifying event
- Maintain employee benefits programs and any changes pertaining to a qualifying event, promotion, or demotion.
- Assist employees on their selected benefits electronically.
- Process benefit claims.
Training and Development
- Conduct open enrollment presentations
- Train managers on candidate selection and interviewing skills
- Train managers and supervisors on coaching and disciplining employees
- Train managers, supervisors, and employees on Prevention of Sexual Harassment
- Conduct orientation training for all newly hired employees and give tours to the facility
- Oversee and create the implementation of training with the use of a tracking system
Leaves of Absence
- Responsible for processing all leave of absences along with the leave department using Absence Soft.
- Notify employees of their approved/denied leave via letter and administer all applicable pamphlets and information to the employee to remain compliant with all applicable laws
- Complete and keep up to date leave trackers
- Collect benefit payments for those employees on leave
- Transfer employee to COBRA
Administrative Requirements
- Data entry and data cleanup as necessary
- Support corporate staff with routine HR needs
- Other administrative duties may be assigned
Safety
- Ensure that the Road Traffic Safety Management System (RTSMS) conforms to the requirements
- Ensure that the RTSMS processes are delivering their intended outputs
- Report to management on the performance of the RTSMS and on opportunities for improvement and on the need for change or innovation
- Ensure the promotion of customer focus throughout the organization
- Ensure the integrity of the RTSMS is maintained, when any changes to RTSMS are planned and implemented
Physical Demands and Work Environment:
The physical demands and work environment characteristics described here are representative of those an employee may encounter while performing the essential functions of the job. Reasonable accommodation may be requested to enable individuals with disabilities to perform the essential functions.
All roles may entail, to varying extents, the following physical demands:
- Long periods (potentially exceeding 8 hours per day) of walking, standing, sitting, bending, pushing, pulling, climbing, lifting, balancing, stooping, twisting, squatting, handling materials, repetitive hand-wrist motions, and traversing uneven surfaces;
- Exposure to both extreme heat and cold;
- Exposure to loud noises, fumes, and airborne particles;
In addition to the above demands inherent in every role, the following roles may entail unique physical demands, including:
- Operators/Drivers may work inside or outside vehicles and may operate vehicles for over 8 hours per day.
- Operations Supervisors and Managers may split their work between an office setting looking at a computer screen/electronic device and active transit field locations driving in a vehicle.
- Maintenance Employees may be exposed to toxic or caustic chemicals in a ventilated maintenance shop and may work with personal computers, laptops, electronic hand-held devices, complex electrical schematics, diagnostic software and testing devices, and other heavy machinery.
- Office Staff may work indoors in air-conditioned or well-ventilated facilities, including offices and cubicle spaces equipped with a telephone and computer and may entail typing or looking at a computer screen.
Additional Statements:
- Drug screening: Pursuant to Department of Transportation regulations, employment for safety-sensitive positions will be contingent upon passing a pre-employment drug screen and a physical examination. Keolis maintains a drug-free workplace. Employment will also be contingent upon completion of a background check consistent with applicable federal, state, and/or local laws.
- Safety commitment: Safety is a way of life at Keolis. By placing safety first, we ensure the wellbeing of our employees, customers, and communities. Together we can become the safest transportation company in the world.
- Environmental commitment: Keolis is committed to protecting the environment by minimizing the impact of our operations on the communities where we operate.
- EEO statement: Our policy is to afford Equal Employment Opportunity to qualified individuals regardless of their race, color, sex, religion, age, creed, marital status, national origin, ancestry, physical or mental disability, sexual orientation, pregnancy status, genetic information, veteran status, gender identification, or any other status protected by applicable law. If you require a reasonable accommodation to participate in the application or interview process, please contact [email protected]. Keolis complies with federal and state disability laws and provides reasonable accommodations to qualified applicants.
- Work authorization: “Applicants must be authorized to work in the United States. Keolis does not sponsor visas for this position”
- Disclaimer and closing statement: The above statements are intended to describe the general nature and level of work performed by employees assigned to this classification. They are not intended to be construed as an exhaustive list of all responsibilities, duties, and skills required of employees assigned to this job. Keolis is committed to offering our employees competitive compensation and benefits, opportunities for development and growth throughout an exciting and rewarding career, and the safest work environment possible.
#INDHP
Equal Opportunity Employer
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 (https://www.eeoc.gov/poster) notice from the Department of Labor.
