Manager of Human Resources - OCTA

Salary: $115k - $130k / yr.

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 California’s Employment laws
• Experience working across multiple locations strongly preferred
• Experienced as a sole contributor supporting 700+ 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 understanding of HR practices and policies
• Understanding of Collective Bargaining Agreements required
• Bilingual: Spanish preferred
• Must be comfortable and willing to travel on a frequent basis between two locations within Orange County, CA (Anaheim & Irvine)
• 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 a plus.
• Conduct and complete all employee investigations with professionalism and confidentiality
• May represent 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 results

HR Operational functions:

• Leading HR and business project initiatives
• Implementing 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.
• Preparing pay budgets; monitor and schedule individual pay actions; implement pay structure revisions as applicable to state, federal and CBA.
• Process promotions, and demotions
• Process FFCRA/ COVID pay and complete the tracker
• Create offer letters for hourly and salary employees
• Responsible for 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, payments, and COBRA.

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 Sexual Harassment training
• 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 the processing all leave of absences (FMLA, CFRA, PDL, FFCRA, 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
• 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