Sr. Director Of Human Resources

Job Description

The Sr. Director of Human Resources is responsible for managing day-to-day operations, and sets long and short-term goals, policies and procedures for H.N.S. Management Company, Inc. dba CT transit's Human Resources Department. This position provides leadership in all aspects of Human resources including, recruiting, hiring, onboarding, off-boarding, professional development and compliance training, DEI program, employee and retiree health and welfare benefits, and EEO compliance. Conducts internal investigations and manages employment-related legal claims including managing third party legal relationships.

Examples of Duties

• Acts as a Business Partner; coaches, counsels and influences peers, managers, supervisors and employees on agency policies, procedures and best practices. Advises and makes recommendations as needed. Creates awareness and educates peers & management of current employment laws and personnel best practices.

• Works collaboratively with union partners/representatives and management to resolve labor relation matters to ensure consistency in decision making and outcomes to reduce potential liability for the organization.

• Oversees recruitment efforts for all exempt and nonexempt personnel, full and part-time employees, temporary employees and student interns; conducts background investigations and performs reference checking for all new employees; conducts new employee orientations and writes and places advertisements. Reviews applications and interviews applicants to match experience with specific job-related requirements.

• Oversees & performs analysis and reporting of personnel information, as required, for executive management and outside agencies.

• Develops and implements personnel policies and procedures to ensure compliance with all applicable state and federal regulations, statutes and policies, including Equal Employment Opportunity and Affirmative Action policies of CT transit and the State of Connecticut.

• Oversees and implements human resources development programs, including training needs assessments and implementation of training programs. Training includes mandatory sexual harassment training, leadership training, DEI training, and training on company policies and procedures.

• Monitors employee performance appraisals and personnel actions; works with supervisors and managers to develop employee feedback and disciplinary action when appropriate.

• Responsible for the compensation system including developing and maintain job descriptions for all positions, maintaining and updating salary classifications, and benchmarking compensation as needed.

• Manages employee relations issues including conducting internal investigations and working with management team to respond to complaints under the EEO policy. Manages employment related external complaints and litigation through third part legal representatives.

• Works closely with management and employees to improve workplace relationships, build morale, and increase productivity, retention and engagement via the promotion of various HR department initiatives, events and activities.

• This position must be able to provide timely and in-depth support for all Department functions, including other divisions as needed. This includes HR support on nights, weekends and holidays as needed.

• Overseas third party FMLA administrator and works with managers to respond to requests for reasonable accommodation under the ADA. Provides FMLA guidance system-wide.

• Represents the company for unemployment claims and attends unemployment hearings and appeals.

• Participates in administration staff meetings and attends other meetings and seminars. Assists in evaluation of reports, decisions, and results of department in relation to established goals. Recommends new approaches, policies, and procedures to effect continual improvements in efficiency of department and services performed.

• Oversees maintenance of HRIS system, and personnel / medical files and records, and department response to all employees regarding inquiries related to personnel records, employee benefits, and changes of employee status.

• Conducts exit interviews for separating employees; analyzes data and makes recommendations to executive management.

• Oversees and coordinates Employee Assistance Program (EAP). Plans and hosts EAP meetings, manages the EAP committee, creates EAP awareness system-wide.

• Creates, updates, adjusts, implements and enforces company policies and procedures.

• Work cooperatively with all levels of personnel.

• Attends in-service training, seminars or other opportunities for professional development as made available by the Agency. Actively participates in staff meetings, trainings, etc.

• Provides training for Agency personnel as required.

• Has thorough working knowledge of Agency policies and procedures.

• Travels to support other divisions in HR matters regularly.

• Functions as Designated EEO/Affirmative Action Coordinator for CTtransit. Works closely with designated EEO Officer(s) to oversee the EEO/Affirmative Action program and compliance with state and federal regulations; files EEO-1 report annually; develops annual and 4-year affirmative action plans, and maintains records, reports, and logs required to comply with EEO regulations. In addition, as EEO Coordinator:

a. Investigates complaints alleging discrimination;

b. Assists EEO Officers in their responsibilities including providing information and analysis for internal review and monitoring of systems, and identifying problem areas;

c. Communicates regularly with managers, supervisors, and employees to assure agency policies and procedures are followed;

d. Reviews the qualifications of all employees to assure that minorities, people with disabilities, and women are given full opportunities for transfers, promotions, training, salary increases and other forms of compensation; and

e. Participates in periodic audits to ensure that all EEO posters and communications are properly displayed on all employee bulletin boards at each location.

Qualifications

• A bachelor's degree with major course work in Human Resources Management, HRIS, Administration, Organizational Psychology, Organizational Development, or a related field.

• An equivalent combination of education and work experience on a year for year basis can be substituted for the 4-year degree requirement.

• An advanced/master's degree in Human Resources Management is preferred.

• A PHR, SPHR, SHRM-CP or SHRM-SCP is required.

• A minimum of Ten (10) years of professional, full-time senior leadership/management experience in the field of Human Resources is required.

• Experience supervising other employees is required.

• Experience supervising in a union environment is preferred.

• Proficient in software programs (word processing, spreadsheet and database), Internet applications and utilization of relevant business equipment. Must be able to handle confidential information.

• Must have the ability to quickly learn internal software programs, and new HRIS systems.

• The ability to prioritize projects and have excellent communication (especially verbal), interpersonal skills, tact and diplomacy. Ability to work both independently and in a team environment.

• Strong crisis management and deft communication skills, to handle a wide range of people and institutional issues with political savvy.

• The ability to make tough/timely decisions, working closely with the senior leadership and executive team as a key member and advisor within it.

• Impeccable judgment and high personal/professional integrity.

• Ability to handle sensitive and confidential information with discretion.

• A valid drivers' license is required. Individual may be required to travel in the course of their daily work.

How To Apply

Please visit our website athttp://www.cttransit.com/Careers/and complete the online application.