BARTCA
Manager of Employee Relations
BARTCA, San Francisco, California, United States, 94199
Salary :
$151,524.00 - $229,559.00 Annually
Location :
BART Headquarters - 4th Fl
Job Type:
Full-Time
Job Number:
202400559
Executive Office:
Administration
Cost Center:
Talent Acquisition
Opening Date:
11/07/2024
Closing Date:
Continuous
FLSA:
Exempt
Bargaining Unit:
6
Marketing Statement
Ride BART to a satisfying career that lets you both: 1) make a difference to Bay Area residents, and 2) enjoy excellent pay, benefits, and employment stability. BART is looking for people who like to be challenged, work in a fast-paced environment, and have a passion for connecting riders to work, school and other places they need to go. BART offers a competitive salary, comprehensive health benefits, paid time off, and the CalPERS retirement program.
Job Summary
Pay Rate$151,524.00 /annually - $229,559.00/annually (Non-Represented Pay Band 09)Initial salary is negotiable between $178,442.00 - $200,641.00, commensurate with experience and education.
Reports ToDirector of Human Resources, R. Bolds
Current Assignment
Under general direction, this position plans, directs, manages, and oversees the employee relations activities of non-represented employees including workplace investigations, Violence in the Workplace cases and investigations, management of consultation regarding employee relations issues, and hearing coordination. In addition, the employee will be responsible for updating and/or implementing employee relations policies and procedures.
Selection ProcessApplications will be screened to assure that minimum qualifications are met. Those applicants who meet minimum qualifications will then be referred to the hiring department for the completion of further selection processes.
The selection process for this position may include a skills/performance demonstration, a written examination, and a panel and/or individual interview.
The successful candidate must have an employment history demonstrating reliability and dependability; provide copies of certificates, diplomas or other documents as required by law, including those establishing his/her right to work in the U. S; pass a pre-employment medical examination which may include a drug and alcohol screen, and which is specific to the essential job functions and requirements. Pre-employment processing will also include a background check. (Does not apply to current full-time District employees unless specific job requires additional evaluations).
Examples of Duties
Manages, plans, oversees, and evaluates the work of the Employee Relations Division of the Human Resources Department; develops, implements, and manages strategies to manage employee relations issues, including disciplinary actions and performance management.
Serves as a neutral party in resolving disputes between employees and managers, mediating conflict, and ensuring fair outcomes.
Provides guidance to managers on handling complex employee relations matters.
Oversees, develops, and maintains systems and databases in support of the District's Employee Relations program; collaborate with Human Resources Information Systems (HRIS) staff and Office of Chief Information Officer (OCIO) staff in the development and enhancement of systems.
Conducts and/or directs investigations related to employee complaints, harassment, discriminations, and workplace misconduct, including violence in the workplace; ensures thorough and accurate documentation and resolution in compliance with legal and organizational standards; recommends discipline when appropriate to management.
Supports managers in addressing performance issues, creating performance improvement plans (PIPs), and executing disciplinary actions when necessary.
Collaborates with Human Resources leadership to ensure policies are up-to-date, compliant with labor laws, and effectively communicated across the organization.
Interprets and explains provisions of applicable laws, rules, policies, and agreements to BART management, employees, unions, and the public; recommends and develops new policies as needed.
Consults with the Office of the General Counsel on employee relations and policy development activities to ensure compliance with applicable laws and regulations.
Collaborates with Labor Relations Department, Office of Civil Rights and other departments regarding investigations where they may overlap with investigations within the purview of the Manager of Employee Relations.
Conducts and/or directs the conduct of research in preparation for disciplinary hearings; partners with management in conducting hearings.
Prepares detailed and professional reports, written communications, executive summaries, and statistical data as necessary.
Participates in the selection and oversight of vendors, consultants, and service providers; oversees consultants and vendors compliance with contract provisions.
Analyzes data and employee relations cases and other relevant metrics; prepares regular reports for senior leadership with recommendations for improvement.
Stays updated on labor laws and employment regulations; and ensures the District's employee relations practices are in compliance with federal, state, and local employment laws.
Performs other duties as assigned.
Minimum Qualifications
Education:Possession of a bachelor's degree in human resources, business administration, public administration, industrial-organizational psychology, or a closely related field from an accredited college or university.
Experience :The equivalent of five (5) years of full-time, progressively responsible professional level human resources experience in the area of employee and/or labor relations including conducting workplace investigations, which must have included at least two (2) years of supervisory or administrator-level experience.
Substitution :Additional experience as outlined above may be substituted for the education on a year for year basis.Knowledge and Skills
Knowledge of:
Principles, practices, and techniques involved in the administration of a comprehensive employee relations programPrinciples, practices, and techniques of workplace investigations and interviewsPrinciples and practices of performance management and progressive disciplineLaws, regulations, and statutes related to public sector employer-employee relations, including but not limited to the Meyer Milias Brown ActPrinciples, practices, and techniques of dispute resolutionPrinciples, practices, and techniques of effective negotiationPrinciples and practices of supervision, human resources administration, and managementIndustry trends related to employer-employee relationsTechniques for conducting effective public presentations
Skill in:
Overseeing and participating in the management of a comprehensive human resources programParticipating in the development and administration of division goals, objectives, and proceduresConducting investigations and interviewsConducting independent research and analysisSelecting, supervising, training, and evaluating staffOverseeing the work of contracted consultants and vendorsHandling sensitive situations with discretion and confidentialityOrganizing and prioritizing workload to meet multiple demandsDeveloping and maintaining effective working relationships with personnel at all organizational levelsCommunicating clearly and concisely, both orally and in writingInfluencing and building relationships with stakeholders at all levelsOverseeing the maintenance of District personnel files and recordsAnalyzing problems, identifying alternative solutions, projecting consequences of proposed actions and implementing recommendations in support of goals
Equal Employment Opportunity GroupBox1
The San Francisco Bay Area Rapid Transit District is an equal opportunity employer. Applicants shall not be discriminated against because of race, color, sex, sexual orientation, gender identity, gender expression, age (40 and above), religion, national origin (including language use restrictions), disability (mental and physical, including HIV and AIDS), ancestry, marital status, military status, veteran status, medical condition (cancer/genetic characteristics and information), or any protected category prohibited by local, state or federal laws.
The BART Human Resources Department will make reasonable efforts in the examination process to accommodate persons with disabilities or for religious reasons. Please advise the Human Resources Department of any special needs in advance of the examination by emailing at least 5 days before your examination date at
Qualified veterans may be eligible to obtain additional veteran's credit in the selection process for this recruitment (effective Jan. 1, 2013). To obtain the credit, veterans must attach to the application a DD214 discharge document or proof of disability and complete/submit the Veteran's Preference Application no later than the closing date of the posting. For more information about this credit please go to the Veteran's Preference Policy and Application link at
The San Francisco Bay Area Rapid Transit District (BART) prides itself in offering best in class benefits packages to employees of the District. Currently, the following benefits may be available to employees in this job classification.
Highlights
Medical Coverage (or $350/month if opted out)Dental CoverageVision Insurance (Basic and Enhanced Plans Available)Retirement Plan through the CA Public Employees' Retirement System (CalPERS)
2% @ 55 (Classic Members)2% @ 62 (PEPRA Members)3% at 50 (Safety Members - Classic)2.7% @ 57 (Safety Members - PEPRA)Reciprocity available for existing members of many other public retirement systems (see BART website and/or CalPERS website for details)
Money Purchase Pension Plan (in-lieu of participating in Social Security tax)
6.65% employer contribution up to annual maximum of $1,868.65
Deferred Compensation & Roth 457Sick Leave Accruals (12 days per year)Vacation Accruals (3-6 weeks based on time worked w/ the District)Holidays: 9 observed holidays and 5 floating holidaysLife Insurance w/ ability to obtain additional coverageAccidental Death and Dismemberment (AD&D) InsuranceSurvivor Benefits through BARTShort-Term Disability InsuranceLong-Term Disability InsuranceFlexible Spending Accounts: Health and Dependent CareCommuter BenefitsFree BART Passes for BART employees and eligible family members.
01
Do you have a Bachelor's or higher degree in Business Administration, Public Administration, Industrial-organizational psychology, or a closely related field from an accredited college or university?
YesNo
02
Indicate your years of professional level human resources experience in the area of employee and/or labor relations which includes conducting workplace investigations?
No experienceLess than 5 year of experience5 year but less than 6 years of experience6 years but less than 7 years of experience7 years but less than 8 years of experience8 years but less than 9 years of experience9 years but less than 10 years of experience10 years or more
03
Please indicate your years of supervisory or administrator-level experience.
Less than 2 years2 yearsMore than 2 years
04
Rate your knowledge of labor laws (advanced, intermediate, beginner, or no knowledge) and describe how it has helped you in your work.
05
Do you have experience creating, interpreting, and applying the new Workplace Violence, SB553 Prevention Plan?
YesNo
06
Please describe the tracking mechanisms and/or systems used to track and process employee relation cases. Please include the name of tools and software used.
07
Do you have experience supporting managers in addressing performance issues, creating performance improvement plans (PIPs), and executing disciplinary actions?
YesNo
Required Question
$151,524.00 - $229,559.00 Annually
Location :
BART Headquarters - 4th Fl
Job Type:
Full-Time
Job Number:
202400559
Executive Office:
Administration
Cost Center:
Talent Acquisition
Opening Date:
11/07/2024
Closing Date:
Continuous
FLSA:
Exempt
Bargaining Unit:
6
Marketing Statement
Ride BART to a satisfying career that lets you both: 1) make a difference to Bay Area residents, and 2) enjoy excellent pay, benefits, and employment stability. BART is looking for people who like to be challenged, work in a fast-paced environment, and have a passion for connecting riders to work, school and other places they need to go. BART offers a competitive salary, comprehensive health benefits, paid time off, and the CalPERS retirement program.
Job Summary
Pay Rate$151,524.00 /annually - $229,559.00/annually (Non-Represented Pay Band 09)Initial salary is negotiable between $178,442.00 - $200,641.00, commensurate with experience and education.
Reports ToDirector of Human Resources, R. Bolds
Current Assignment
Under general direction, this position plans, directs, manages, and oversees the employee relations activities of non-represented employees including workplace investigations, Violence in the Workplace cases and investigations, management of consultation regarding employee relations issues, and hearing coordination. In addition, the employee will be responsible for updating and/or implementing employee relations policies and procedures.
Selection ProcessApplications will be screened to assure that minimum qualifications are met. Those applicants who meet minimum qualifications will then be referred to the hiring department for the completion of further selection processes.
The selection process for this position may include a skills/performance demonstration, a written examination, and a panel and/or individual interview.
The successful candidate must have an employment history demonstrating reliability and dependability; provide copies of certificates, diplomas or other documents as required by law, including those establishing his/her right to work in the U. S; pass a pre-employment medical examination which may include a drug and alcohol screen, and which is specific to the essential job functions and requirements. Pre-employment processing will also include a background check. (Does not apply to current full-time District employees unless specific job requires additional evaluations).
Examples of Duties
Manages, plans, oversees, and evaluates the work of the Employee Relations Division of the Human Resources Department; develops, implements, and manages strategies to manage employee relations issues, including disciplinary actions and performance management.
Serves as a neutral party in resolving disputes between employees and managers, mediating conflict, and ensuring fair outcomes.
Provides guidance to managers on handling complex employee relations matters.
Oversees, develops, and maintains systems and databases in support of the District's Employee Relations program; collaborate with Human Resources Information Systems (HRIS) staff and Office of Chief Information Officer (OCIO) staff in the development and enhancement of systems.
Conducts and/or directs investigations related to employee complaints, harassment, discriminations, and workplace misconduct, including violence in the workplace; ensures thorough and accurate documentation and resolution in compliance with legal and organizational standards; recommends discipline when appropriate to management.
Supports managers in addressing performance issues, creating performance improvement plans (PIPs), and executing disciplinary actions when necessary.
Collaborates with Human Resources leadership to ensure policies are up-to-date, compliant with labor laws, and effectively communicated across the organization.
Interprets and explains provisions of applicable laws, rules, policies, and agreements to BART management, employees, unions, and the public; recommends and develops new policies as needed.
Consults with the Office of the General Counsel on employee relations and policy development activities to ensure compliance with applicable laws and regulations.
Collaborates with Labor Relations Department, Office of Civil Rights and other departments regarding investigations where they may overlap with investigations within the purview of the Manager of Employee Relations.
Conducts and/or directs the conduct of research in preparation for disciplinary hearings; partners with management in conducting hearings.
Prepares detailed and professional reports, written communications, executive summaries, and statistical data as necessary.
Participates in the selection and oversight of vendors, consultants, and service providers; oversees consultants and vendors compliance with contract provisions.
Analyzes data and employee relations cases and other relevant metrics; prepares regular reports for senior leadership with recommendations for improvement.
Stays updated on labor laws and employment regulations; and ensures the District's employee relations practices are in compliance with federal, state, and local employment laws.
Performs other duties as assigned.
Minimum Qualifications
Education:Possession of a bachelor's degree in human resources, business administration, public administration, industrial-organizational psychology, or a closely related field from an accredited college or university.
Experience :The equivalent of five (5) years of full-time, progressively responsible professional level human resources experience in the area of employee and/or labor relations including conducting workplace investigations, which must have included at least two (2) years of supervisory or administrator-level experience.
Substitution :Additional experience as outlined above may be substituted for the education on a year for year basis.Knowledge and Skills
Knowledge of:
Principles, practices, and techniques involved in the administration of a comprehensive employee relations programPrinciples, practices, and techniques of workplace investigations and interviewsPrinciples and practices of performance management and progressive disciplineLaws, regulations, and statutes related to public sector employer-employee relations, including but not limited to the Meyer Milias Brown ActPrinciples, practices, and techniques of dispute resolutionPrinciples, practices, and techniques of effective negotiationPrinciples and practices of supervision, human resources administration, and managementIndustry trends related to employer-employee relationsTechniques for conducting effective public presentations
Skill in:
Overseeing and participating in the management of a comprehensive human resources programParticipating in the development and administration of division goals, objectives, and proceduresConducting investigations and interviewsConducting independent research and analysisSelecting, supervising, training, and evaluating staffOverseeing the work of contracted consultants and vendorsHandling sensitive situations with discretion and confidentialityOrganizing and prioritizing workload to meet multiple demandsDeveloping and maintaining effective working relationships with personnel at all organizational levelsCommunicating clearly and concisely, both orally and in writingInfluencing and building relationships with stakeholders at all levelsOverseeing the maintenance of District personnel files and recordsAnalyzing problems, identifying alternative solutions, projecting consequences of proposed actions and implementing recommendations in support of goals
Equal Employment Opportunity GroupBox1
The San Francisco Bay Area Rapid Transit District is an equal opportunity employer. Applicants shall not be discriminated against because of race, color, sex, sexual orientation, gender identity, gender expression, age (40 and above), religion, national origin (including language use restrictions), disability (mental and physical, including HIV and AIDS), ancestry, marital status, military status, veteran status, medical condition (cancer/genetic characteristics and information), or any protected category prohibited by local, state or federal laws.
The BART Human Resources Department will make reasonable efforts in the examination process to accommodate persons with disabilities or for religious reasons. Please advise the Human Resources Department of any special needs in advance of the examination by emailing at least 5 days before your examination date at
Qualified veterans may be eligible to obtain additional veteran's credit in the selection process for this recruitment (effective Jan. 1, 2013). To obtain the credit, veterans must attach to the application a DD214 discharge document or proof of disability and complete/submit the Veteran's Preference Application no later than the closing date of the posting. For more information about this credit please go to the Veteran's Preference Policy and Application link at
The San Francisco Bay Area Rapid Transit District (BART) prides itself in offering best in class benefits packages to employees of the District. Currently, the following benefits may be available to employees in this job classification.
Highlights
Medical Coverage (or $350/month if opted out)Dental CoverageVision Insurance (Basic and Enhanced Plans Available)Retirement Plan through the CA Public Employees' Retirement System (CalPERS)
2% @ 55 (Classic Members)2% @ 62 (PEPRA Members)3% at 50 (Safety Members - Classic)2.7% @ 57 (Safety Members - PEPRA)Reciprocity available for existing members of many other public retirement systems (see BART website and/or CalPERS website for details)
Money Purchase Pension Plan (in-lieu of participating in Social Security tax)
6.65% employer contribution up to annual maximum of $1,868.65
Deferred Compensation & Roth 457Sick Leave Accruals (12 days per year)Vacation Accruals (3-6 weeks based on time worked w/ the District)Holidays: 9 observed holidays and 5 floating holidaysLife Insurance w/ ability to obtain additional coverageAccidental Death and Dismemberment (AD&D) InsuranceSurvivor Benefits through BARTShort-Term Disability InsuranceLong-Term Disability InsuranceFlexible Spending Accounts: Health and Dependent CareCommuter BenefitsFree BART Passes for BART employees and eligible family members.
01
Do you have a Bachelor's or higher degree in Business Administration, Public Administration, Industrial-organizational psychology, or a closely related field from an accredited college or university?
YesNo
02
Indicate your years of professional level human resources experience in the area of employee and/or labor relations which includes conducting workplace investigations?
No experienceLess than 5 year of experience5 year but less than 6 years of experience6 years but less than 7 years of experience7 years but less than 8 years of experience8 years but less than 9 years of experience9 years but less than 10 years of experience10 years or more
03
Please indicate your years of supervisory or administrator-level experience.
Less than 2 years2 yearsMore than 2 years
04
Rate your knowledge of labor laws (advanced, intermediate, beginner, or no knowledge) and describe how it has helped you in your work.
05
Do you have experience creating, interpreting, and applying the new Workplace Violence, SB553 Prevention Plan?
YesNo
06
Please describe the tracking mechanisms and/or systems used to track and process employee relation cases. Please include the name of tools and software used.
07
Do you have experience supporting managers in addressing performance issues, creating performance improvement plans (PIPs), and executing disciplinary actions?
YesNo
Required Question