Human Capital & Talent Development Director

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Job description

Position reports to Metro's Chief Executive Officer (CEO), the Human Capital and Talent Development Director is responsible for the oversight, planning, and management of recruiting and retaining talent, workforce well-being, employee training and professional development, employment data analysis, morale initiatives, and compliance requirements.

Status: Exempt

Salary: Commensurate with experience

ESSENTIAL DUTIES AND RESPONSIBLITIES, INCLUDING BUT NOT LIMITED TO:

1. Regular and predictable attendance and performance of essential job duties.
2. Establishes goals, priorities, and strategies in collaboration with team members to set strategic vision and build out human resources functions, including employee relations, employee engagement, accountability, goal setting, performance management, professional development, compensation, benefits, onboarding and offboarding in support of Metro's focus on customer service, value to taxpayers, and delivery of programs and projects.
3. Supervises Payroll/Benefits Administrator. Oversees weekly payrolls, employee benefit administration, and employee orientation and onboarding.
4. Ensures Metro's policies and procedures are followed. Develops and implements departmental best practices and procedures.
5. Creates recommendations on staffing needs and employee professional development.
6. Conducts employee presentations, workforce in-service training, and facilitates employee leadership development.
7. Builds strong alliances with external organizations to build community partnerships, recruitment avenues, and exchange knowledge and information about learning and change initiatives.
8. Acts as recruiting coordinator. Establishes and leads recruiting and hiring practices and procedures necessary to recruit and hire an outstanding workforce. Chairs candidate finalist selection committee. Oversees all pre-employment screens.
9. Seeks guidance and direction from Metro's Legal Director regarding recommendations for termination received from department heads. Sets and conducts pre-determination hearings.
10. Promotes employee relations practices necessary to establish positive employer-employee relationships, workplace culture, and a high level of employee morale and retention, aligning with Metro's mission, values, and vision.
11. Acts as trusted advisor, coach, and consultant to senior management to improve leadership skills, departmental learning, and performance.
12. Conducts investigations for employee complaints or concerns are brought forth according to Metro Operating Policies. Counsels Metro managers/supervisors regarding human resources issues.
13. Ensures Metro's compliance with all labor and employment laws, rules, statutes, regulations, orders, and ordinances.
14. Conducts exit interviews and analyses reasons for separations.
15. Participates in labor negotiations to ensure no disparate treatment inadvertently arises in the labor agreements.
16. Oversees, implements, and maintains Metro's Equal Employment Opportunity (EEO) Program. Submits regular EEO Program updates and reports to the Federal Transportation Administration.
17. Maintains personnel records, updates job descriptions, and ensures conformance with applicable federal and state employment laws.
18. Administers Metro's drug and alcohol programs. Performs monthly selection of Department of Transportation (DOT) random drug and alcohol screens for safety sensitive employees and schedules screening. Maintains records, testing site
19. Prepares, disseminates and maintains annual employee performance appraisals.
20. Other related duties as assigned.

MINIMUM REQUIREMENTS:

• Bachelor's degree in human resources, business administration, or a closely related field. A master's degree is preferred.
• Minimum five-years of professional work experience with broad knowledge of recruiting, employment, compensation, organizational planning, employee relations, union labor relations, and training and leadership development. Public sector experience preferred.
• Recent experience recruiting in multiple employee levels, including hiring for nonexempt, exempt and leadership positions.
• Experience with recruiting methods and best practices in all areas of sourcing such as the internet, social media, networking, employee referrals, job postings, as well as conducting virtual job fairs.
• Strong experience and knowledge of the Fair Labor Standards Act (FMLA), COBRA, Family Medical Leave Act (FMLA), Americans with Disabilities Act, as amended, (ADA), Title VII, Civil Rights Act of 1964, as amended, Equal Employment Opportunity (EEO), and administration of collectively bargained agreements.
• Good administrative skills as well as superior communication skills.
• Ability to cooperate, coach, mentor, build trusting relationships and influence at all levels of the organization without direct authority.
• Proficient use of and working knowledge of Microsoft Office Suite and related human resource software.
• Demonstrated team leadership and professional development.
• Ability to satisfactorily complete a pre-employment physical, drug screen and background check.

ONLY QUALIFIED CANDIDATES WILL BE CONTACTED. NO PHONE CALLS PLEASE. "An Equal Employment Opportunity Employer"

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