Human Resources Manager

Lane Transit District•Eugene, OR

1d•Onsite

About The Position

The Human Resources Manager ("HR Manager") is a connector at Lane Transit District (the "District"). Someone who builds trust with employees and leaders alike, and who understands that great HR work happens at the intersection of people, culture, and strategy. This role serves as a hands-on partner to department managers across the District, helping them make smart people decisions, navigate complex situations, and build teams that want to stay. Day-to-day, the HR Manager oversees non-union employee relations, leads workplace investigations, drives compliance efforts, and implements programs that make LTD a place where people thrive. They work in close collaboration with the Labor Relations Manager on matters that intersect union and non-union employee relations, ensuring a coordinated and consistent approach across the HR team. Longer-term, this role will contribute to shaping the policies, culture, and talent practices that support the District's mission. This is a role for someone who is energized by variety, comfortable with ambiguity, and ready to grow. The HR Manager is expected to develop deep expertise across all HR functions and build the strategic perspective needed to take on greater leadership responsibility over time. What Makes This Role Unique LTD's HR department is a dedicated and specialized team that handles a meaningful scope of work. The HR Manager sits at the center of it. You'll have real ownership over your areas of responsibility, a direct line to leadership, and colleagues who take the work seriously. The District's mission, connecting people to their community through public transit, gives HR work here a tangible purpose. If you're looking for a role where you can both execute and shape, and where the people challenges are genuinely interesting, this is it.

Requirements

A bachelor's degree in Human Resource Management, Industrial Relations, Public Administration, Business Administration, or a related field.
PHR, SPHR, SHRM-CP, or SHRM-SCP certification (required or actively in progress).
A minimum of five (5) years of progressively responsible professional-level experience in a human resources department, or an equivalent combination of education and experience.
Ability to qualify for Criminal Justice Information System (CJIS) Certification.
Knowledge of State and federal employment laws and regulations.
Knowledge of Policies, guidelines, and compliance requirements relevant to LTD operations.
Knowledge of Negotiation techniques and principles.
Knowledge of Data collection, HR metrics, and analysis techniques.
Knowledge of Workforce training methods, professional development program design, and continuing education requirements applicable to public agency employees.
Knowledge of Principles and practices of employee relations and performance management.
Knowledge of Record keeping standards and documentation best practices.
Knowledge of Modern office procedures and HR information systems (HRIS).
Knowledge of English grammar, spelling, and punctuation.
Ability to meet schedules and deadlines of the work.
Ability to analyze, evaluate, and develop solutions to complex human resources issues.
Ability to maintain the confidentiality of information and professional boundaries.
Ability to interact directly and independently with LTD's senior management as well as senior management of external organizations and government officials.
Ability to disseminate information, evaluate facts, determine alternative solutions to problems, and reach sound management and business decisions.
Ability to communicate effectively, both orally and in writing, including speaking in front of groups.
Ability to work flexible hours; analyze, evaluate, and develop solutions to human resources issues; effectively lead and coordinate team projects.
Ability to develop and produce written reports, policies, and communications.
Ability to lead, mentor, and develop staff at all levels and across departments, fostering a collaborative and high-performing organizational culture.

Nice To Haves

Experience in the public sector or a unionized environment.
Experience and familiarity with EEO compliance, Affirmative Action plan development and administration, FTA EEO Program requirements, and EEOC charge response processes.
Demonstrated interest in and readiness for expanded leadership responsibility over time.

Responsibilities

Acts as a trusted advisor to managers and supervisors on all things people-related, supporting everything from everyday coaching conversations and performance feedback to complex disciplinary situations.
Manages and resolves employee relations issues with fairness, thoroughness, and care, conducting investigations that are credible, timely, and well-documented.
Provides day-to-day guidance to line management on performance management, conflict resolution, career development, and disciplinary processes.
Partners with managers to improve work relationships, team morale, productivity, and retention with a focus on identifying root causes and recommending practical solutions.
Supports workforce planning and succession planning conversations in partnership with department leadership.
Develops contract terms for new hires, promotions, and transfers.
Leads District-wide HR initiatives focused on employee engagement, recognition, culture-building, and internal communication, with an eye toward making LTD an employer of choice.
Analyzes HR data and trends in partnership with the broader team to develop evidence-based solutions, programs, and policy recommendations.
Participates in cross-functional initiatives that support a positive, inclusive, and high-performing work environment.
Identifies training and development needs for business units and supports the design, delivery, and evaluation of training programs.
Ensures people practices and policies align with the District's strategic priorities and reflect its Mission, Vision, and Values.
Leads or conducts investigations into serious and complex employment matters, including allegations of misconduct, harassment, discrimination, or policy violations; documents findings and recommends appropriate next steps.
Oversees the District's federal and state workforce compliance obligations, including serving in the designated officer role required for publicly-funded transit agencies; ensures all applicable filings are current, accurate, and submitted on time.
Manages compliance training programs required under federal and state workforce regulations, including anti-harassment and related initiatives.
Maintains working knowledge of federal, state, and local employment law; keeps the organization and its managers informed of changes that affect day-to-day practices.
Partners with legal counsel as needed on employment-related matters and risk mitigation.
Interprets and applies existing policies, contracts, and regulations; researches past practices and recommends updates when needed.
Provides counsel and technical assistance to employees and management on employment law, HR policies, and employment-related concerns.
Uses HR data and people analytics tools to identify trends, surface insights, and inform decisions and is able to translate findings into clear recommendations for managers and leadership.
Supports HR department operations across recruitment, onboarding, and benefits administration.
Oversees protected leave programs, including FMLA, OFLA, PLO and ADA accommodations, ensuring consistent application, timely communication, and regulatory compliance.
Performs other related duties as assigned.
Manage and monitor work performance of the non-union HR organizational unit, including evaluating program/work objectives and effectiveness.
Establish broad organizational goals and realign work and staffing assignments, as needed.
Oversee a team of HR Generalists and/or Specialists. At the District, this includes hiring, onboarding, performance management, coaching, and professional development of direct reports.
Cultivates collaborative working relationships with peer supervisors and managers across departments, serving as a reliable HR resource and thought partner at all levels of the organization.
Adhere to the District's procurement policies and procedures, including managing contract compliance.
Support departmental budget planning and expenditure tracking in collaboration with the Chief Administrative Officer, as necessary.

Benefits

100% employer-paid medical, dental, and vision insurance coverage for the employee and their family.
Multiple PPO medical plan options to give employees the opportunity to select the coverage that best fits their needs.
Pilot GLP 1 weight loss benefit supporting medically guided weight management and long-term wellness
Generous employer contribution to a tax advantaged HRA VEBA for eligible healthcare expenses now and in retirement.
Generous Paid Time Off (PTO) accrual that increases with tenure, rewarding long-term commitment to the District. This program includes vacation, sick leave, extended illness benefits and 10 paid holidays.
Employees receive a discretionary employer contribution of 10% to a 401(a) plan.
Employees are eligible for a 50% match on their 457(b) deferrals, up to 3% of pay.
Life insurance, AD&D, and disability coverage (employer paid; eligibility varies by position)
Employee Assistance Program (EAP) with free, confidential mental health, financial, and legal support
Wellness incentives, tuition assistance, and volunteer time (eligible positions).
Free bus passes for employees and eligible family members.