• Supervises day-to-day activities of the human resources functions; including developing practices and procedures to ensure efficient service to employees and the public. Establishes and maintains employment, labor, and investigative files.
• Plans, assigns, directs, reviews, and evaluates the work of assigned staff.
• Represents agency or serves as a liaison to the Director of Human Resources, in labor negotiations, grievances, arbitrations, and discipline appeals. Collaborates with Director of Human Resources, legal counsel and agency departments in preparation for negotiations, mediation, grievances, arbitrations and appeals as appropriate. Meets with union representatives to address workplace issues and other matters relating to labor relations.
• Acts as management representative in interactions with union officials on matters pertaining to management's decision regarding disciplinary action, promotions, demotions, transfers, separations, layoffs, and wage and salary adjustments.
• Reviews, researches and responds to various inquiries on collective bargaining agreements, policies and procedures, local, state and federal laws.
• Investigates employee complaints on various issues including, but not limited to, discrimination and harassment. Responsible for intake, researching allegations, developing an investigation plan, conducting effective interviews and data collections, completing written reports and communication summaries to relevant parties.
• Analyzes and interprets local, State and Federal legislation and regulations regarding employment practices; make recommendations and implements changes; interprets personnel policies and procedures and advises staff on correct interpretation. Conducts special research assignments, including gathering and analyzing data and preparing recommendations for consideration by senior management.
• Assists in the facilitation of various training programs such as sexual harassment prevention, EEO, and other related topics. Advises and trains managers and supervisors in best employee relations practices and strategies for managing supervisor problems and employee grievances. Develops further training as needed.
• Performs audits on Human Resources functions such as I-9, Drug and Alcohol, benefits, recruitment, and other required compliance.
• Other duties may be assigned.

Ability to compile, analyze, and interpret complex data; prepare comprehensive reports and correspondence; establish and maintain effective working relationships; understand, interpret, and apply laws, rules, regulations, policies, procedures, contracts, budgets, and labor/management agreements; objectively coach employees and management through complex, difficult, and emotional issues; establish and maintain effective working relationships with labor organizations, employees at all levels, legal counsel and other outside agencies, and the general public; communicate clearly and effectively, both orally and in writing; utilize planning, organizational skills and problem solving in all aspects of position; take initiative, reason logically, be creative in developing and introducing new ideas in addressing challenges and opportunities; work effectively under stressful situations involving confrontation and conflict; select, supervise, train, motivate, assign, evaluate, counsel, and discipline staff; work collaboratively to identify problem areas and evaluate, recommend and implement alternate solutions to complex issues.

Strong skills in Microsoft Word, Excel and PowerPoint and ability to learn other Human Resources or ERP systems and software; mediation, negotiation, interpreting labor contracts and maintaining effective cooperative relationships with management and unions; strong and effective leadership, communication, team building and time management; investigative, analyzing, and resolving employee grievances and working on collaborative resolutions.

Omnitrans in an Equal Employment Opportunity Employer