Manager - Employee Relations

As Manager of Employee Relations, you will play a critical role in providing strategic HR leadership and operational support across the agency. You will manage the HR Business Partner (HRBP) team, the compensation program, and collaborate with key stakeholders to ensure HR services and initiatives are aligned with organizational goals and the needs of various departments.  You will drive talent and performance management, employee relations, compensation management, and change management initiatives in a fast-paced and evolving environment.

• Strategic HR Leadership: Partner with agency senior management to develop and execute HR strategies that support the agency’s business objectives, workforce planning, and organizational development. 
• Workforce Planning: Collaborate with department heads to assess current and future workforce needs, ensuring the agency is staffed appropriately to meet operational demands.
• HR Business Partner Team Management: Lead and supervise a team of HRBPs, ensuring they are providing effective HR support to department leaders and staff.  Provide mentorship and guidance to team members, fostering a collaborative and performance-driven culture.
• Employee Relations: Act as a key advisor to managers and employees on employee relations issues, ensuring compliance with employment and labor laws as well as collective bargaining agreements.  Mediate conflicts and guide managers in resolving workplace issues.  Foster strong relationships with department leaders, union representatives, and other key stakeholders to ensure HR services are responsive to the needs of the agency.
• Compensation Management: Oversee and manage the agency’s classification and compensation programs, including conducting market analysis, ensuring competitive salary structures, and making recommendations for adjustments.  Develop and maintain job descriptions, position classifications, and career progression frameworks.  Ensure compliance with laws, collective bargaining agreements, and agency policies.
• Performance Management: Oversee performance management processes, ensuring managers are equipped to provide feedback and support to employees.  Develop and implement strategies for employee performance improvement.
• Compliance and Policy Development: Ensure HR policies and practices align with legal and regulatory requirements.  Assist in the development and implementation of policies related to employee behavior, compensation, benefits, and more.
• Talent Management & Development: Support talent acquisition, retention, and development efforts.  Collaborate with the recruitment team to identify key competencies required for each role, ensuring alignment with targeted selection interview criteria to assess candidate qualifications effectively.  Work closely with managers to identify skills gaps and opportunities for workforce training and development. 
• Change Management: Lead and support change initiatives, helping employees navigate transitions related to organizational changes, new technologies, and evolving processes.
• Decision Making: Use HR metrics and data analysis to guide decisions around employee engagement, retention, performance, and other HR initiatives.
• Perform other duties of a similar nature or level.

Minimum Qualifications

• Bachelor’s degree in human resources, business administration, or a related field.
• 5 years of progressive HR experience, including at least 3 years in a managerial or supervisory role.
• 3 years of experience in compensation management.
• 3 years of experience in a unionized environment.
• Demonstrated ability to manage and mentor a team of HR professionals.
• Experience with workforce planning, talent management, employee relations, compensation management, and organizational development.

An equivalent combination of education and experience to successfully perform the job duties is also accepted.

Knowledge Requirements

• HR practices and employment laws, particularly in the transit industry or a public sector environment.
• Compensation structures and research techniques.
• Collective bargaining processes and contract administration.

Skill Requirements

• Fostering an inclusive workplace by valuing and leveraging diversity, equity, and inclusion to uphold Community Transit’s Core Values and achieve the organization’s vision and mission.  Inspiring and fostering team commitment, pride, and trust.  Facilitating cooperation and motivating team members to accomplish group goals while treating others with courtesy, sensitivity, and respect.
• Establishing and maintaining effective interpersonal relationships with coworkers, supervisor, the public, and others.  
• Effective written and oral communications that are timely, relevant, concise, and clearly outline necessary actions.  
• Ability to negotiate and influence others to achieve business goals and core values.  
• Ability to think critically, identify strengths and weaknesses and alternate solutions, conclusions, or approaches to problems.
• Ability to think critically, identify strengths and weaknesses and alternate solutions, conclusions, or approaches to problems.
• Managing multiple tasks simultaneously and effectively and adjusting to changing priorities.
• Proficiency with HRIS and other HR-related technologies.
• Experience with job evaluation criterion methods such as decision band method or Hay system.

Preferred Knowledge and Skills

• HR professional certification, such as SHRM CP/SCP or HRCI PHR/SPHR, or other equivalent.
• Experience in the transit industry, public sector, or a unionized environment.
• Experience with salary surveys in non-represented and unionized environments.
• Experience with conducting and managing workplace investigations.
• Facilitating diverse groups of internal and external stakeholders and interests to develop and attain mutual understanding.  Using emotional intelligence to navigate complex group dynamics.

Working Conditions

Hybrid telework may be available. Availability is at management discretion and may not be available for this position based on the nature of the work. Work is performed in an office environment and requires the use of office equipment and technology. You will be required to move throughout and between different office buildings and may need to complete tasks in noisy environments. You may also be required to lift and carry materials up to 10 pounds occasionally. 

Application and Selection Process

• Only on-line applications accepted. 
• Applicants for this job may be considered for other openings up to six months after the date this position is filled.
• Applicants who meet the minimum requirements may be scheduled for an interview as well as a variety of tests to demonstrate knowledge, and skills for the position.  The evaluation process may include interviews, background check, reference checks and various performance tests.

Employee Benefits

• Employees (and their families) are covered by medical, dental, vision, basic life and disability insurance.
• Employees participate in the Public Employees Retirement System (PERS) and have the option to enroll in the agency’s deferred compensation plan.
• In addition to WA Paid Sick Leave, employees in this position, accrue of 24 days of Paid Time off (192 hours) in their first year and ten (10) paid holidays throughout the calendar year.
• Full list of all benefits and details can be found here.

If you are related to or share the same living quarters of a current Community Transit employee, please let your Recruiter know as your eligibility for this position may be affected.

Community Transit provides a tobacco-free and drug-free work environment.  As a recipient of federal funds, Community Transit is an Equal Opportunity Employer and does not unlawfully discriminate on a basis prohibited by Federal, State or Local law.  We value and encourage diversity in our workforce.  EOE AA M/F/Vet/Disability.  Qualified applicants will receive consideration for employment without regard to their race, color, religion, national origin, sex, protected veteran status or disability.