2-5 years working in a union environmentBachelor’s Degree in HR and/or equivalent experience requiredExcellent knowledge of Nevada's Employment lawsExperience working across multiple locations strongly preferredExperienced as a sole contributor supporting 300+ employeesExperience with HRIS and payrolling systems requiredUKG experience or similar software experience preferredKnowledge of key HR regulations (SHRM or similar certification) strongly preferredUnderstanding of discrimination, harassment and workplace bullying issuesExperience of influencing behavior and delivering through othersPrefer track record of transportation, or similar, industry experience and a solid focus on customer serviceLegal knowledge and understating of HR practices and policiesUnderstanding of Collective Bargaining Agreements requiredMust be flexible and adaptable to shift business prioritiesSkills:Managerial Leadership skills, ability to effectively manage and motivate staff as an individual contributorManagerial Leadership skills in coaching and developmentExcellent communication both oral and writing skills, adapt the level of communication to the audienceAbility to manage difficult and complex tasks within tight timeframes and several projects at one timeAbility to work across and integrate diverse activitiesGood planning, long term strategy design and work prioritization skillsExcellent analyzing skills and techniques (including process design)Strong focus on service quality, including both customer service and safetyLeads 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 methodsOrganizational skills a mustCommitment to ongoing HR learning and trainingsStrong critical thinking skillsAn ethical approach to HR practicesStrong interpersonal skillsKey Accountabilities:Recruitment and OnboardingPartner with the recruiting department in creating job requisitions and seeking their approvalRun and review background screening, motor vehicle records for all new hiresCollaborate with the leadership team in selecting a candidateMaintain 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 paperworkProcess I9 and launch E-VerifyConduct new hire orientation for all new hiresEmployee Relations/ Labor RelationsProactively engaging in employee and labor relations issuesBe 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 CBACollaborate with site leadership on actionable employee decisions and ensure the delivery of high-quality HR processes.Work within the CBA, experience in a union environmentConduct and complete all employee investigations with professionalism and confidentialityMay representing the Company at hearingsMay need to create work rules pertaining to site operations while adhering to the CBADemonstrate 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 grievancesCommunicate and act on employee survey resultHR Operational functionsLead HR and business project initiativesImplement HR operational strategiesConduct and analyze exit interviews.Engage in employee development activitiesDevelop 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 processEnsure 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 requestMay be assigned as a subject-matter expert on one or more human resource disciplines for the companyEvaluates potential issues or service needs and formulates strategic responses.Compensation/ Benefits/Payroll functionConduct periodic pay surveys, job evaluations, employee incentives.Monitor and schedule individual pay actions; implement pay structurerevisions as applicable to state, federal and CBA.Process promotions, and demotionsResponsible in setting up new hires to select their benefits, change employee benefits due to a qualifying eventMaintain 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 DevelopmentTrain managers on candidate selection and interviewing skillsTrain managers and supervisors on coaching and disciplining employeesTrain managers, supervisors, and employees on Prevention of Sexual HarassmentConduct orientation training for all newly hired employees and give tours to the facilityOversee and create the implementation of training with the use of a tracking systemLeaves of AbsenceResponsible 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 lawsComplete and keep up to date leave trackersCollect benefit payments for those employees on leaveTransfer employee to COBRAAdministrative RequirementsData entry and data cleanup as necessarySupport corporate staff with routine HR needsOther administrative duties may be assignedSafetyEnsure that the Road Traffic Safety Management System (RTSMS) conforms to the requirementsEnsure that the RTSMS processes are delivering their intended outputsReport to management on the performance of the RTSMS and on opportunities for improvement and on the need for change or innovationEnsure the promotion of customer focus throughout the organizationEnsure the integrity of the RTSMS is maintained, when any changes to RTSMS are planned and implementedPhysical 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 extremeheat and cold; Exposure to loud noises,fumes, and airborne particles; In addition to theabovedemands 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 environment 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.#INDHPEqual 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.#J-18808-Ljbffr

📌 Canada Country Human Resources Manager (Winnipeg)
🏢 Citi
📍 Winnipeg