Bart Transit Jobs (NOW HIRING)

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 $160,800/annually - $243,612/annually (Non-Represented Pay Band 09) Initial salary is negotiable between $192,590.18 - $202,206.00, commensurate with experience and education. Reports To Director of Human Resources, R. Bolds Current Assignment The San Francisco Bay Area Rapid Transit District (BART) is recruiting to fill a vacant Manager of Employee Relations position to lead critical employee relations initiatives across a dynamic public-sector organization

In this management role, the incumbent will oversee employee relations for non-represented employees, guide and provide consultation to managers through complex workplace issues, lead and oversee sensitive workplace investigations, including Violence in the Workplace cases and investigations, support performance management, disciplinary processes, and hearing coordination, and will help shape HR policies and procedures. The Manager of Employee Relations will also partner with senior HR leadership, Labor Relations, the Office of Civil Rights, the Office of the General Counsel, and other internal stakeholders to promote fair, effective, and legally compliant workplace practices. The most qualified candidates for this position will have highly developed competencies in the following areas, which will be reinforced with related work experience and will be clearly articulated during the selection process: Strong knowledge of employee relations, investigations, performance management, dispute resolution, and applicable employment laws Excellent judgment, written and oral communication, analytical, and relationship-building skills Ability to handle sensitive matters with discretion, confidentiality, and professionalism Selection Process Applications 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 program Principles, practices, and techniques of workplace investigations and interviews Principles and practices of performance management and progressive discipline Laws, regulations, and statutes related to public sector employer-employee relations, including but not limited to the Meyer Milias Brown Act Principles, practices, and techniques of dispute resolution Principles, practices, and techniques of effective negotiation Principles and practices of supervision, human resources administration, and management Industry trends related to employer-employee relations Techniques for conducting effective public presentations Skill in: Overseeing and participating in the management of a comprehensive human resources program Participating in the development and administration of division goals, objectives, and procedures Conducting investigations and interviews Conducting independent research and analysis Selecting, supervising, training, and evaluating staff Overseeing the work of contracted consultants and vendors Handling sensitive situations with discretion and confidentiality Organizing and prioritizing workload to meet multiple demands Developing and maintaining effective working relationships with personnel at all organizational levels Communicating clearly and concisely, both orally and in writing Influencing and building relationships with stakeholders at all levels Overseeing the maintenance of District personnel files and records Analyzing problems, identifying alternative solutions, projecting consequences of proposed actions and implementing recommendations in support of goals Equal Employment OpportunityGroupBox1 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 employment@bart.gov. 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 www.bart.gov/jobs.