Director of Human Resources - Nashville, United States - Rutherford Works

Description

Director of Human Resources & Labor Relations

Full Time


MG
Nashville, TN, US
28 days ago

Requisition ID:
1313

Salary Range:

$79,300.00 To 101,800.00 Annually
Responsible for developing, implementing, and coordinating company policies and programs covering the following:

labor law legal responsibilities, employee recruitment, salary administration, employee benefits and workers' compensation risk management in accordance with direction and approval from the DTO Board.

Engaged and supports, advises, and appropriately challenges leaders by providing insight, recommending areas for process improvement, change management, organizational development, performance management, communications strategies, and team effectiveness efforts.

Supervises the Human Resources department staff.
Preferred Qualifications :

7-10 years of experience working across multiple facets of Human Resources including talent acquisition, employee and labor relations, benefits, payroll, classification/compensation, workforce development and organizational engagement.

Knowledge of the principles and practices of Human Resources and Labor Relations Management including understanding of the union organization process, contract negotiations, grievance handling up through the arbitration level, labor/employment law; diversity, equity and inclusion practices.

Job Functions:

Responsible for Coordinating Administrative Activities Related to the Davidson Transit Organization Personnel
Provides recommendations related to personnel related issues and oversees implementation of policies and procedures
Provides leadership and supervision to the Human Resources staff in the development and delivery of human resources programs;
Serves as custodian of the personnel records, and oversees updates as needed;
Participates in the development and adoption of rules and regulations for the corporation;
Unemployment Compensation benefit coordination, as needed;
Provide oversight, direction and leadership of affinity groups of the organization with designated personnel and management, (i.e. the Employee Engagement Committee);

As a member of the human resources management team, assist in policy development and administration; legal and regulatory compliance with internal and external regulations and policies.

Advises and makes recommendations to the Chief of Staff and Administration;
Lead human resource staff, manage the unit's daily functions, and ensure processes are meeting defined metrics and overall direction of the human resources business unit;

Collaborate with operating unit directors and relevant administrative departments in developing bargaining strategy, establishing protocols and assist Chief of Staff and Administration with implementing changes to contract language.

Oversee, direct, and coordinate the work of staff members in order to better select, train, and evaluate staff;
Oversee and participate in the development and administration of division goals, objectives, and procedures;
Exercise and apply sound, independent judgment within general policy guidelines and operating parameters;
Understand, interpret, and apply rules, regulations, laws, and ordinances and make sound recommendations;
Prepare clear and concise reports, records, and other written materials;
Analyze problems, identify alternative solutions, project consequences of proposed actions and implement recommendations in support of goals;
Understand the organization and operation of the entity and of outside agencies as necessary to assume assigned responsibilities;
Understand, interpret, and apply general and specific administrative and departmental policies and procedures as well as applicable federal, state, and local policies, laws, and regulations;

Selects, manages, trains, and oversees assigned staff; evaluates the work of subordinate staff; prepares employee performance evaluations; counsels employees to correct deficiencies; recommends disciplinary actions.

Responsible for Developing and Implementing HR Strategies and Best Practices
Keeps abreast of national/international transit policies and practices and determines applicability to DTO;
Keeps abreast of current and changing regulations and laws and determines applicability to DTO
Works with legal counsel related to labor issues and provide analysis or related labor issues;
Develops DTO practices and procedures in compliance with local, state, and federal laws;
Proficient understanding of job classification and compensation structures, change management, organization design, performance management, problem solving, coaching and employee engagement;
Proficient understanding in Diversity Equity and Inclusion practices and/or programming.
Labor Relations
Assists with matters involving the collective bargaining unit and the collective bargaining agreement;
Keeps abreast of issues and direction of local and national transit unions;
Participates in grievance process as deemed necessary;
Provides guidance & direction to human resources representatives and assistants regarding labor relations matters, including grievance processing and ongoing contract administration issues;
Delivers training to supervisory staff concerning contract interpretation and administration, including grievance processing and disciplinary action;
Acts as a liaison between the organization and union representing bargaining unit members with respect to conditions of employment, fringe benefits, work assignments, grievances and related matters;
Lead EEO reviews and EEOC investigations, as needed;
Provides research/data for arbitration;
Makes court appearances as required;
Advises supervisors regarding disciplinary or termination actions;
Responsible for all EEO administration and complaint;
Oversight of time and attendance programs.
Oversee Recruitment Practices and Retention Activities
Research and develop specific transit related job requirements that best meets DTO's business objectives;
Oversee recruitment efforts of staff to ensure that the organization is effectively and efficiently sourcing and selecting the right candidates;
Direct, plan and develop processes to attract, evaluate, and refer candidates for open positions through recruiting website, employee referrals, on-site recruiting and other sourcing methods;
Work with Chief of Staff and Administration to create a human resources strategy to build an organizational culture that aligns with the company's objectives;
Lead and facilitate the recruitment and staffing process in accordance with organizational guidelines, best practices, and budgetary guidelines;
Works directly with department directors, managers and recruitment team to ensure that the best viable candidates are interviewed and hired;
Engage and oversee the recruitment for senior level and executive positions;
Evaluates and communicates key metrics to develop appropriate recruitment strategies and ensure positions are filled efficiently and effectively;
Maintain relationships with schools, advertisement, and recruitment agencies;
Coordinates salary study process for administrative positions and makes salary recommendations, as needed;

Identify ways to increase staff retention and productivity, including strategies to enhance employee engagement, leadership and staff development, regular feedback and coaching, career pathing, and promoting a coherent organizational culture.

Coordinates Employee Performance Evaluation Process for Administrative Staff
Monitors timeliness of evaluations;
Maintains master template of the annual planning and evaluation process;
Lead effective and efficient administration of the performance management process, making sure that the organization's managers are equipped to engage in constructive and ongoing feedback and coaching;
Collaborate effectively when co-managing staff and encourage staff to actively participate in identifying and addressing performance gaps.
Administers and Direct Employee Benefit Programs
Plan and directs the overall design, implementation, communication, and administration of the organization's health and welfare benefits program;
Leads the development of new initiatives to establish competitive and cost-effective benefits program with the Chief of Staff and Administration;
Ensure that benefit programs adhere to current regulations and support the organization's strategic objectives;
Annually or periodically evaluate current programs to ensure compliance with governmental regulations and competitiveness with other organizations.
Responsible for developing, implementing, and coordinating company policies and programs covering the following:

labor law legal responsibilities, employee recruitment, salary administration, employee benefits and workers' compensation risk management in accordance with direction and approval from the DTO Board.

Engaged and supports, advises, and appropriately challenges leaders by providing insight, recommending areas for process improvement, change management, organizational development, performance management, communications strategies, and team effectiveness efforts.

Supervises the Human Resources department staff.
Preferred Qualifications :

7-10 years of experience working across multiple facets of Human Resources including talent acquisition, employee and labor relations, benefits, payroll, classification/compensation, workforce development and organizational engagement.

Knowledge of the principles and practices of Human Resources and Labor Relations Management including understanding of the union organization process, contract negotiations, grievance handling up through the arbitration level, labor/employment law; diversity, equity and inclusion practices.

Job Functions:

Responsible for Coordinating Administrative Activities Related to the Davidson Transit Organization Personnel
Provides recommendations related to personnel related issues and oversees implementation of policies and procedures
Provides leadership and supervision to the Human Resources staff in the development and delivery of human resources programs;
Serves as custodian of the personnel records, and oversees updates as needed;
Participates in the development and adoption of rules and regulations for the corporation;
Unemployment Compensation benefit coordination, as needed;
Provide oversight, direction and leadership of affinity groups of the organization with designated personnel and management, (i.e. the Employee Engagement Committee);

As a member of the human resources management team, assist in policy development and administration; legal and regulatory compliance with internal and external regulations and policies.

Advises and makes recommendations to the Chief of Staff and Administration;
Lead human resource staff, manage the unit's daily functions, and ensure processes are meeting defined metrics and overall direction of the human resources business unit;

Collaborate with operating unit directors and relevant administrative departments in developing bargaining strategy, establishing protocols and assist Chief of Staff and Administration with implementing changes to contract language.

Oversee, direct, and coordinate the work of staff members in order to better select, train, and evaluate staff;
Oversee and participate in the development and administration of division goals, objectives, and procedures;
Exercise and apply sound, independent judgment within general policy guidelines and operating parameters;
Understand, interpret, and apply rules, regulations, laws, and ordinances and make sound recommendations;
Prepare clear and concise reports, records, and other written materials;
Analyze problems, identify alternative solutions, project consequences of proposed actions and implement recommendations in support of goals;
Understand the organization and operation of the entity and of outside agencies as necessary to assume assigned responsibilities;
Understand, interpret, and apply general and specific administrative and departmental policies and procedures as well as applicable federal, state, and local policies, laws, and regulations;

Selects, manages, trains, and oversees assigned staff; evaluates the work of subordinate staff; prepares employee performance evaluations; counsels employees to correct deficiencies; recommends disciplinary actions.

Responsible for Developing and Implementing HR Strategies and Best Practices
Keeps abreast of national/international transit policies and practices and determines applicability to DTO;
Keeps abreast of current and changing regulations and laws and determines applicability to DTO
Works with legal counsel related to labor issues and provide analysis or related labor issues;
Develops DTO practices and procedures in compliance with local, state, and federal laws;
Proficient understanding of job classification and compensation structures, change management, organization design, performance management, problem solving, coaching and employee engagement;
Proficient understanding in Diversity Equity and Inclusion practices and/or programming.
Labor Relations
Assists with matters involving the collective bargaining unit and the collective bargaining agreement;
Keeps abreast of issues and direction of local and national transit unions;
Participates in grievance process as deemed necessary;
Provides guidance & direction to human resources representatives and assistants regarding labor relations matters, including grievance processing and ongoing contract administration issues;
Delivers training to supervisory staff concerning contract interpretation and administration, including grievance processing and disciplinary action;
Acts as a liaison between the organization and union representing bargaining unit members with respect to conditions of employment, fringe benefits, work assignments, grievances and related matters;
Lead EEO reviews and EEOC investigations, as needed;
Provides research/data for arbitration;
Makes court appearances as required;
Advises supervisors regarding disciplinary or termination actions;
Responsible for all EEO administration and complaint;
Oversight of time and attendance programs.
Oversee Recruitment Practices and Retention Activities
Research and develop specific transit related job requirements that best meets DTO's business objectives;
Oversee recruitment efforts of staff to ensure that the organization is effectively and efficiently sourcing and selecting the right candidates;
Direct, plan and develop processes to attract, evaluate, and refer candidates for open positions through recruiting website, employee referrals, on-site recruiting and other sourcing methods;
Work with Chief of Staff and Administration to create a human resources strategy to build an organizational culture that aligns with the company's objectives;
Lead and facilitate the recruitment and staffing process in accordance with organizational guidelines, best practices, and budgetary guidelines;
Works directly with department directors, managers and recruitment team to ensure that the best viable candidates are interviewed and hired;
Engage and oversee the recruitment for senior level and executive positions;
Evaluates and communicates key metrics to develop appropriate recruitment strategies and ensure positions are filled efficiently and effectively;
Maintain relationships with schools, advertisement, and recruitment agencies;
Coordinates salary study process for administrative positions and makes salary recommendations, as needed;

Identify ways to increase staff retention and productivity, including strategies to enhance employee engagement, leadership and staff development, regular feedback and coaching, career pathing, and promoting a coherent organizational culture.

Coordinates Employee Performance Evaluation Process for Administrative Staff
Monitors timeliness of evaluations;
Maintains master template of the annual planning and evaluation process;
Lead effective and efficient administration of the performance management process, making sure that the organization's managers are equipped to engage in constructive and ongoing feedback and coaching;
Collaborate effectively when co-managing staff and encourage staff to actively participate in identifying and addressing performance gaps.
Administers and Direct Employee Benefit Programs
Plan and directs the overall design, implementation, communication, and administration of the organization's health and welfare benefits program;
Leads the development of new initiatives to establish competitive and cost-effective benefits program with the Chief of Staff and Administration;
Ensure that benefit programs adhere to current regulations and support the organization's strategic objectives;
Annually or periodically evaluate current programs to ensure compliance with governmental regulations and competitiveness with other organizations.
Retirement and Benefits Management

Oversee and participate in the management of a comprehensive benefits program;
Plans, coordinates, manages, supervises, assigns, reviews, and evaluates the work of technical staff providing retirement benefit services to retirement members and beneficiaries;
Oversees member services and pension benefit counseling for Active Employees and Retiree/Participants in a payee status;
Coordinates retiree payroll activities with the accounting function;
Authorizes the payment of withdrawals, refunds, retiree payroll, death benefits, and other disbursements;
Coordinates activities related to disability retirement processing, including dissemination of confidential/sensitive information and complete and accurate reporting to the Retirement Boards;
Oversees actuarial valuation data preparation and control; coordinates with support staff and actuary; implements results of valuation into pension administration system;
Conducts presentations before a variety of groups regarding the WeGo Public Transit retirement Systems rules, statutes, regulations and benefits;
Assists in developing, implementing, and monitoring internal procedures and support systems for retirement administration;
Reviews existing source document language as well as new legislation for its impact on retirement and related issues; consults with Retirement Administrator and legal counsel;
makes recommendations as needed. Reviews proposed retirement language for employment contracts, Memoranda of Understanding, and Salary Resolution language;
Confers with Retirement Administrator and legal counsel; makes recommendations as needed:

Serve as project manager on assigned special projects as necessary:

Assists with the development and administration of section budget.
Recommended Preparation for Employment

:

Bachelor's degree (Master degree or higher preferred) in Human Resources Administration or related field required. Several years of related experience leading HR functions in a unionized environment – transit experience desirable. Applicable knowledge of employment laws and policies required. High degree of interpersonal skills required. Proficiency in Microsoft products and HRIS systems highly desired. Must have the ability to get along with diverse personalities, be tactful, flexible and possess sound judgment.
Classification under Fair Labor Standards Act:

Exempt

Davidson Transit Organization is an Equal Opportunity Employer and does not discriminate on the basis of race, religion, color, sex, gender identity or expression, sexual orientation, age, disability, national origin, veteran status, or any other basis covered by appropriate law.

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