Manager of Employee Relations

BART•BART Headquarters - 4th Fl, CA

2d•Onsite

About The Position

The San Francisco Bay Area Rapid Transit District (BART) is recruiting to fill a vacant Manager of Employee Relations position to lead critical employee relations initiatives across a dynamic public-sector organization. In this management role, the incumbent will oversee employee relations for non-represented employees, guide and provide consultation to managers through complex workplace issues, lead and oversee sensitive workplace investigations, including Violence in the Workplace cases and investigations, support performance management, disciplinary processes, and hearing coordination, and will help shape HR policies and procedures. The Manager of Employee Relations will also partner with senior HR leadership, Labor Relations, the Office of Civil Rights, the Office of the General Counsel, and other internal stakeholders to promote fair, effective, and legally compliant workplace practices.

Requirements

Possession of a bachelor’s degree in human resources, business administration, public administration, industrial-organizational psychology, or a closely related field from an accredited college or university.
The equivalent of five (5) years of full-time, progressively responsible professional level human resources experience in the area of employee and/or labor relations including conducting workplace investigations, which must have included at least two (2) years of supervisory or administrator-level experience.
Additional experience as outlined above may be substituted for the education on a year-for-year basis.
Knowledge of principles, practices, and techniques involved in the administration of a comprehensive employee relations program.
Knowledge of principles, practices, and techniques of workplace investigations and interviews.
Knowledge of principles and practices of performance management and progressive discipline.
Knowledge of laws, regulations, and statutes related to public sector employer-employee relations, including but not limited to the Meyer Milias Brown Act.
Knowledge of principles, practices, and techniques of dispute resolution.
Knowledge of principles, practices, and techniques of effective negotiation.
Knowledge of principles and practices of supervision, human resources administration, and management.
Knowledge of industry trends related to employer-employee relations.
Knowledge of techniques for conducting effective public presentations.
Skill in overseeing and participating in the management of a comprehensive human resources program.
Skill in participating in the development and administration of division goals, objectives, and procedures.
Skill in conducting investigations and interviews.
Skill in conducting independent research and analysis.
Skill in selecting, supervising, training, and evaluating staff.
Skill in overseeing the work of contracted consultants and vendors.
Skill in handling sensitive situations with discretion and confidentiality.
Skill in organizing and prioritizing workload to meet multiple demands.
Skill in developing and maintaining effective working relationships with personnel at all organizational levels.
Skill in communicating clearly and concisely, both orally and in writing.
Skill in influencing and building relationships with stakeholders at all levels.
Skill in overseeing the maintenance of District personnel files and records.
Skill in analyzing problems, identifying alternative solutions, projecting consequences of proposed actions and implementing recommendations in support of goals.

Nice To Haves

The most qualified candidates for this position will have highly developed competencies in the following areas, which will be reinforced with related work experience and will be clearly articulated during the selection process: Strong knowledge of employee relations, investigations, performance management, dispute resolution, and applicable employment laws Excellent judgment, written and oral communication, analytical, and relationship-building skills Ability to handle sensitive matters with discretion, confidentiality, and professionalism

Responsibilities

Manages, plans, oversees, and evaluates the work of the Employee Relations Division of the Human Resources Department; develops, implements, and manages strategies to manage employee relations issues, including disciplinary actions and performance management.
Serves as a neutral party in resolving disputes between employees and managers, mediating conflict, and ensuring fair outcomes.
Provides guidance to managers on handling complex employee relations matters.
Oversees, develops, and maintains systems and databases in support of the District’s Employee Relations program; collaborate with Human Resources Information Systems (HRIS) staff and Office of Chief Information Officer (OCIO) staff in the development and enhancement of systems.
Conducts and/or directs investigations related to employee complaints, harassment, discriminations, and workplace misconduct, including violence in the workplace; ensures thorough and accurate documentation and resolution in compliance with legal and organizational standards; recommends discipline when appropriate to management.
Supports managers in addressing performance issues, creating performance improvement plans (PIPs), and executing disciplinary actions when necessary.
Collaborates with Human Resources leadership to ensure policies are up-to-date, compliant with labor laws, and effectively communicated across the organization.
Interprets and explains provisions of applicable laws, rules, policies, and agreements to BART management, employees, unions, and the public; recommends and develops new policies as needed.
Consults with the Office of the General Counsel on employee relations and policy development activities to ensure compliance with applicable laws and regulations.
Collaborates with Labor Relations Department, Office of Civil Rights and other departments regarding investigations where they may overlap with investigations within the purview of the Manager of Employee Relations.
Conducts and/or directs the conduct of research in preparation for disciplinary hearings; partners with management in conducting hearings.
Prepares detailed and professional reports, written communications, executive summaries, and statistical data as necessary.
Participates in the selection and oversight of vendors, consultants, and service providers; oversees consultants and vendors compliance with contract provisions.
Analyzes data and employee relations cases and other relevant metrics; prepares regular reports for senior leadership with recommendations for improvement.
Stays updated on labor laws and employment regulations; and ensures the District’s employee relations practices are in compliance with federal, state, and local employment laws.
Performs other duties as assigned.