Requirements/Knowledge and Experience:
- 3+ years progressive HR experience
- Bachelor’s Degree preferred
- 2 years investigation experience
- Excellent knowledge of State’s Employment laws
- Must be able to pass extensive background check
- Computer proficient
- SHRM Certified and/or the ability to achieve SHRM Certification within first 6 months of employment
- Travel required between facilities
- Legal knowledge and understating of HR practices and policies
- Labor union experience preferred
- Transportation experience is helpful
Skills:
- Excellent communication skills – reading, writing, and speaking
- Organizational skills a must
- Commitment to ongoing HR learning and training
- Strong critical thinking skills
- An ethical approach to HR practices
- Strong interpersonal skills
- Payroll processing knowledge
- Knowledge of CBA
Key Accountabilities:
- Employee Relations/ Labor Relations
- Proactively engage in employee and labor relations issues.
- Be a liaison between management and employees to resolve employee relations issues and grievances for both union and non-union 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 a plus.
- Conduct and complete employee investigations with professionalism and confidentiality
- May represent the Company at hearings.
- May 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.
- 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.)
- Talent and Recruitment:
- Leads talent management in establishing recruiting, testing, and interviewing programs.
- Manage candidate staffing, selection and community outreach.
- Run background screening for all new hires, and annually for current employees.
- Partner with the recruiting department in creating job requisitions and seeking their approval
- Maintain job boards and internal postings as per CBA.
- Collaborate with the leadership team in selecting a candidate.
- Maintain work structure by updating job requirements and job descriptions for all positions.
- Conduct onboard training in educating employees on their work assignments, and site orientation.
- Compensation/ Benefits/Payroll function:
- Conduct periodic pay surveys, job evaluations, employee incentives.
- Process promotions, and demotions.
- Responsible for providing new employees with benefits log-in information and access to me@keolis portal.
- Assist employees on their selected benefits electronically.
- Training and Development
- Train managers on candidate selection and interviewing skills, coaching and disciplining employees.
- 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
- Partner with the Leave Administrator in processing all leave of absences (FMLA, PDL, ADA, Workers Comp).
- 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
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 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] (mailto:[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.
