2-5 years working in a union environment

Bachelor’s Degree in HR and/or equivalent experience required

Excellent knowledge of Nevada's Employment laws

Experience working across multiple locations strongly preferred

Experienced as a sole contributor supporting 300+ 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 understating of HR practices and policies

Understanding of Collective Bargaining Agreements required

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

Conduct and complete all employee investigations with professionalism and confidentiality

May representing 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 result

HR Operational functions

Lead HR and business project initiatives

Implement 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.

Compensation/ Benefits/Payroll function

Conduct periodic pay surveys, job evaluations, employee incentives.

Monitor and schedule individual pay actions; implement pay structure revisions as applicable to state, federal and CBA.

Process promotions, and demotions

Responsible in 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.

Training and Development

Train managers on candidate selection and interviewing skills

Train managers and supervisors on coaching and disciplining employees

Train managers, supervisors, and employees on Prevention of Sexual Harassment

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 processing all leave of absences along with the leave department using Absence Soft.

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

Safety

Ensure that the Road Traffic Safety Management System (RTSMS) conforms to the requirements

Ensure that the RTSMS processes are delivering their intended outputs

Report to management on the performance of the RTSMS and on opportunities for improvement and on the need for change or innovation

Ensure the promotion of customer focus throughout the organization

Ensure the integrity of the RTSMS is maintained, when any changes to RTSMS are planned and implemented

Physical Demands and Work Environment:

The physical demands and work environment characteristics described here are representative of those an employee may encounter while performing the essential functions of the job. Reasonable accommodation may be requested to enable individuals with disabilities to perform the essential functions.





All roles may entail, to varying extents, the following physical demands:

Long periods (potentially exceeding 8 hours per day) of walking, standing, sitting, bending, pushing, pulling, climbing, lifting, balancing, stooping, twisting, squatting, handling materials, repetitive hand-wrist motions, and traversing uneven surfaces;

Exposure to both extreme heat and cold;

Exposure to loud noises, fumes, and airborne particles;

In addition to the above demands inherent in every role, the following roles may entail unique physical demands, including:

Operators/Drivers may work inside or outside vehicles and may operate vehicles for over 8 hours per day.

Operations Supervisors and Managers may split their work between an office setting looking at a computer screen/electronic device and active transit field locations driving in a vehicle.

Maintenance Employees may be exposed to toxic or caustic chemicals in a ventilated maintenance shop and may work with personal computers, laptops, electronic hand-held devices, complex electrical schematics, diagnostic software and testing devices, and other heavy machinery.

Office Staff may work indoors in air-conditioned or well-ventilated facilities, including offices and cubicle spaces equipped with a telephone and computer and may entail typing or looking at a computer screen.

Additional Statements

Drug screening

Pursuant to Department of Transportation regulations, employment for safety-sensitive positions will be contingent upon passing a pre-employment drug screen and a physical examination. Keolis maintains a drug-free workplace. Employment will also be contingent upon completion of a background check consistent with applicable federal, state, and/or local laws.

Safety commitment

Safety is a way of life at Keolis. By placing safety first, we ensure the wellbeing of our employees, customers, and communities. Together we can become the safest transportation company in the world.

Environmental commitment

Keolis is committed to protecting the workplace by minimizing the impact of our operations on the communities where we operate.

EEO statement

Our policy is to afford Equal Employment Opportunity to qualified individuals regardless of their race, color, sex, religion, age, creed, marital status, national origin, ancestry, physical or mental disability, sexual orientation, pregnancy status, genetic information, veteran status, gender identification, or any other status protected by applicable law. If you require a reasonable accommodation to participate in the application or interview process, please contact [email protected]. Keolis complies with federal and state disability laws and provides reasonable accommodations to qualified applicants.

Work authorization: “Applicants must be authorized to work in the United States. Keolis does not sponsor visas for this position”

Disclaimer and closing statement

The above statements are intended to describe the general nature and level of work performed by employees assigned to this classification. They are not intended to be construed as an exhaustive list of all responsibilities, duties, and skills required of employees assigned to this job. Keolis is committed to offering our employees competitive compensation and benefits, opportunities for development and growth throughout an exciting and rewarding career, and the safest work environment possible.

#INDHP

Equal Opportunity EmployerThis employer is required to notify all applicants of their rights pursuant to federal employment laws.For further information, please review the Know Your Rights notice from the Department of Labor.

📌 Human Resources Manager - Reno (Winnipeg)
🏢 Keolis Transit America
📍 Winnipeg