• Job Description

  Req#: 25-002

  Description

  Division: Administration

  Closing Date: Until Filled

  Location: 4305 East 21st Avenue, Tampa, FL

  Salary Range: $93,555.00 - $109,725.00

  POSITION PURPOSE:

  Under the direction of the Director of Human Resources, this position is responsible for the management and oversight of several functional areas including, but not limited to: Human Capital Management, Employee and Labor Relations, Benefits and Leave Management, Project Management, HRIS Systems Management, and Compensation and Human Capital Management. The Manager of Human Resources is responsible for aligning business objectives with employees and management in designated business units. This position serves as a consultant to employees and management on labor and human resources-related issues. The Manager of Human Resources will act as an employee champion and change agent.

  ESSENTIAL JOB FUNCTIONS:

  Workforce Development

  • Oversees and manages all aspects of workforce development planning to include recruitment and selection, compensation management, performance management, and organizational development.
  • Oversee the Authority’s Compensation and Classification plan and uses independent judgment regarding recommendations to develop, revise plan and position descriptions.
  • Oversee and lead performance management, to include mid-year and year-end planning, communications, compensation reviews, promotion requests, performance reviews and the development of timeline and/or action plans.
  • Plans, directs, coordinates, and reviews the work of assigned staff; assigns work activities and coordinates schedules, projects, and programs; provides constructive feedback; reviews and evaluates work and makes effective suggestions and recommendations.
  • Understands and keeps abreast of industry trends, competitors and rising talent to help attract and retain the best talent in the transportation industry.
  • Maintains the Agency’s organizational structure, organizational charts, and reporting alignment and recommends organizational changes, where required.
  • Provides consultation related to talent management, performance development and management, and organizational design, as needed.
  • Conducts internal employee complaint and EEO investigations including fact gathering, data analyzing, interpreting statutes & regulations, detailed written reporting, and renders appropriate findings, conclusions and recommendation of appropriate action.
  • Administers the Authority’s workforce planning function to include all human resources analytics that include but are not limited to conducting supply, demand, gap, and solution analyses and prepares comprehensive weekly and monthly reports.
  • Maintains position control for the agency in conjunction with the Finance Division pursuant to Board and workforce requirements.
  • Attends job fairs and other employment and community related functions.

  HRIS and Project Management

  • Serves from time to time as Project Manager or project team member on a variety of subject matter expertise organizational projects or stretch assignments as assigned by the Portfolio Steering Committee (PSC) of the agency Project Management Office (PMO). These assignments will implement broad strategic and organizational agency goals.
  • Researches and prepares requests for proposals (RFPs), statements of work (SOWs) and independent cost estimates (ICEs) for procurement of vendor services from outside vendors and contractors and liaises with vendors and contractors.
  • Oversee management of HRIS (ADP Vantage HCM) system processes, best practices, design, configuration, testing, implementation, data audits, system updates, reporting, help desk and security administration as the Master Administrator (Subject Matter Expert) and maintains overall functionality of the system including Production and non-Production tenants.
  • Oversee UAT environment and executes testing strategies and plans; developed test scripts, manages all aspects of system testing including enhancements, updates, and change management.
  • Creates and, in conjunction with Information Services Technology, implements Business System Requirements (BSRs) for enhancements/modifications to HR support systems for new processes and procedures or the streamlining of data across systems.

  Employee and Labor Relations

  • Research and interpret written material and provide informed advice and counsel to management on labor relations issues.
  • Serves as a trusted business advisor while working to resolve disputes between workers and managers, successfully navigate collective bargaining agreements, or liaise grievance procedures to handle employee complaints.
  • Collaborates with managers and supervisors to evaluate human resource practices and processes, and recommend and implement improvements that achieve efficiencies, equities and improve business outcomes.
  • Interprets two (2) collective bargaining agreements regarding employment actions such as promotions, leaves, step increases, changes of appointment, separations, etc.
  • Investigates and provides findings and recommendations regarding EEO cases as well as employee complaints and manages and resolves complex employee relations issues.
  • Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance, attending termination hearing and partnering with internal and external legal department as warranted.
  • Provides expert advice and counsel on a wide range of human resources policies and procedures; represents senior management in investigating, documenting, responding, and settling employee relations issues within the Agency; delivers constructive feedback and coaching to senior leaders.
  • Ensures processes, policies and practices are interpreted and applied consistently and effectively; ensures accountability and compliance with all current and applicable state and federal laws, Agency policies and procedures, rules and regulations.
  • Maintains expert knowledge of compliance with state and federal employment regulations and standard operating procedures.
  • Maintains an effective level of business literacy about the business unit’s financial position, its midrange plans, its culture and its competition.
  • Advises on resolving disputes between workers and managers, negotiate collective bargaining agreements, or coordinate grievance procedures to handle employee complaints.
  • Ensures operating compliance of the collective bargaining contracts and participates in the administration of the grievance process.
  • Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
  • Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as warranted.
  • Analyzes trends and metrics in partnership with the Safety & Security and the HR group to develop solutions, programs and policies.
  • Supports implementation of business unit restructures, workforce planning and succession planning.
  • Prepare and present appropriate training for facility management on a variety of labor relations topics.
  • Oversees and manages company Drug and Alcohol Program
  • Prepares and liaise with Economic Opportunity Program (Unemployment Compensation) for hearings for employees
  • Conducts internal employee complaint and EEO investigations including fact gathering, data analyzing, interpreting statutes & regulations, detailed written reporting, and renders appropriate findings, conclusions and recommendation of appropriate action.

  Benefits Administration

  • Evaluates and manages (in partnership with the Director of HR) the Agency’s benefit programs, including plan design, vendor relationships, and benefit-cost tracking to provide a competitive program of benefit options that attracts and retains employees and remains cost-effective for the Agency.
  • Assists in the evaluation of the design of benefit programs to ensure statutory compliance with federal, state, and local laws and regulations.
  • Manages benefit plan modifications to solicit bids from vendors. Evaluates quotes and prepares cost analysis to make recommendations to management for change implementations based on cost containment and marketplace competitiveness.
  • Helps manage vendor relationships to ensure plans are administered according to service level agreements and customer service is being provided to plan participants. Leads the management of benefit renewal processes.
  • Leads annual enrollment and other benefit-related initiatives to create employee awareness and drive engagement.
  • Analyzes current benefits, evaluates usage, services, coverage, effectiveness, cost, plan experience, and competitive trends in benefit programs, and makes recommendations for plan enhancements.
  • Creates and maintains benefits-related communications and materials.
  • Researches and prepares requests for proposals (RFPs), statements of work (SOWs) and independent cost estimates (ICEs) for procurement of benefit related vendor services from outside vendors and contractors and liaises with vendors and contractors.

  • Monitors and enters premium adjustments into HRIS (ADP) and coordinates payroll process with Payroll personnel.
  • Collects and documents monthly benefit premium payments for Retiree COBRA and missed premium deductions. Works closely with Finance and Payroll to ensure payments are administered to the correct general ledger.

  • Provides oversight of the day-to-day activities of various leave management and benefits processes and procedures.
  • Works with Third Party Administrator (TPA) to ensure employee leaves are administered in accordance with all regulatory and legal requirements, internal policies, and guidelines.
  • Reviews FMLA, Short term disability, and internal leave processes to ensure they are coordinated in accordance with regulatory and legal requirements, internal policies and procedures.
  • Manages and oversees the administration of scheduled employee benefits enrollment and insurance premium payment operations providing direction to staff responsible for the processing of employee benefit transactions.
  • Manages employee benefits programs and vendor invoice reconciliation for retirement plans; medical plans; tuition reimbursement, term life and accidental death insurance plans; temporary disability programs, all lines of voluntary insurance; and any additional related benefits.
  • Oversees the Agency’s wellness program initiatives and interacts with vendors for implementing wellness programs and events that are cost effective.
  • Promotes healthy awareness and healthy lifestyle choices for Agency employees and family members.
  • Evaluates effectiveness of planned events and determines demand for similar or additional events and/or future needs.
  • Develops and generates various HR reports to support key HR processes, Affordable Care Act (ACA), and any additional regulatory requirements related. Creates and maintains metrics for the tracking of cost-containment and cost-effectiveness of the total rewards package.
  • Research competitive practices and recommends new programs or enhancements based on cost/benefit analyses, benchmarking, and alignment with the Agency’s strategic direction.

  MARGINAL FUNCTIONS:

  • Performs other work-related duties as assigned.

  REQUIREMENTS:

  Education and Experience:

  • Bachelor’s degree in human resources management, business administration, public administration, organizational development, or related field.
  • Seven (7) years of progressively responsible experience in Human Resources, including employee relations, benefits administration and labor relations; or an equivalent combination of education and experience.
  • Five (5) years of experience in a supervisory/management capacity.

  Machines, Tools, & Equipment Used:

  • Ability to operate small office equipment, including copy machines or multi-line telephone systems, as well as a computer for both data entry, word processing, and/or accounting purposes.

  Licenses/Certifications:

  • Valid Florida driver’s license or ability to obtain one within 10 days of hire or moving to the State of Florida.
  • SHRM-CP or SHRM-SCP (or PHR/SPHR) Certification, highly desired.

  QUALIFICATIONS:

  Skills and Ability:

  • Demonstrated ability to analyze and identify organizational development needs and implement programmatic solutions that are culturally appropriate for the Authority.
  • Ability to revise current Agency policies, procedures, rules and regulations.
  • Ability to work in collaboration with management while implementing best HR practices.
  • Ability to provide functional guidance for administrative support needs for the department.
  • Demonstrated experience in working in an organized work force environment and effectively bringing together work groups to help insure productivity and teamwork.
  • Significant and demonstrated leadership ability, including the ability to make independent decisions, analyze issues and situations, and develop innovative solutions to resolve complex issues or problems and to initiate effective actions.
  • Ability to perform work that involves high level issues, processes, or organizational needs that may impact both the staff and community at large.
  • Ability to work in a dynamic environment that requires the incumbent to be sensitive to change and responsive to changing goals, priorities, and needs.
  • Exceptional PC skills working with Microsoft Word, Excel, Power Point, Visio and the Internet.
  • Technical/reporting experience and HRIS administration experience.
  • Excellent verbal, written and interpersonal skills; bi-lingual skills desirable but not necessary.
  • Ability to negotiate collective bargaining agreements.
  • Ability to implement change management principles.
  • Ability to scope, document and implement effective, complex projects.
  • Ability to create departmental budget and budget projections.
  • Ability to establish performance and development plans for all direct reports that are timely and recurring to ensure that staff is performing in accordance with plan requirements.
  • Proven presentation and facilitation skills.

  Knowledge of:

  • Human Resources Management principles, laws, procedures and best practices.
  • Labor and employment laws at the federal, state and local levels.
  • Principles, practices and standards of human resources administration.
  • State and federal regulations.
  • Agency policies, procedures, rules and regulations.
  • Principles of business and public administration and of employee relations methods and techniques.
  • Organizational structure, methods and problems of organizations, workflow and operating procedures, as well as management principles and practices; working knowledge of research techniques and statistics.
  • Customer service methods and techniques.
  • Budgeting policies and practices sufficient to review and analyze reports, operating budgets and internal fiscal documents.
  • Report preparation.
  • Supervisory principles, methods and techniques.
  • Utilizing personal computer software programs affecting assigned work, in compiling, and preparing spreadsheets.
  • Establishing and maintaining effective working relationships with other department staff, management, vendors, outside agencies, community groups and the general public.
  • Preparing and analyzing complex data and numerical computations and comprehensive reports.
  • Maintaining confidentiality and communicating with tact and diplomacy.
  • Supervising the operations, programs, and services of the HR Division.
  • Event planning, execution and coordination.

  Physical Demands/Work Environment:

  • Work is performed in a standard office environment.
  • Subject to standing, walking, bending, reaching, stooping, and lifting of objects up to 25 pounds.
  • May be exposed to individuals who are rude or irate, extreme heat and loud noises.

  Qualifications

  It is the responsibility of all HART employees to provide a safe and secure environment for HART customers, contractors, visitors and fellow co-workers. HART employees are also responsible for:

  • Adhering to stated policies and procedures relating to health and safety, security, and quality management.
  • Recognizing and reporting all accidents and hazardous conditions.
  • Assisting in the development of workplace safety procedures for their respective departments.
  • Promoting workplace safety procedures within their department.
  • Adhering to procedures relating to the proper use and care of equipment and materials for which the role has responsibility.

  Note: The above statements are intended to describe the general nature and level of work being performed by people assigned to this job. The statements are not intended to be an exhaustive list of all responsibilities, duties, and skills required of personnel so classified. All employees may perform other duties as assigned.

  The Agency promotes a safe and healthy work environment and provides appropriate safety and equipment training for all personnel as required.

  EEO Compliance: HART is committed to equal employment opportunity for all persons, regardless of race, color, creed, national origin, sex, age, marital status, sexual orientation, gender identity or expression, disability, veteran status or other status protected by Federal or State law.

  ADA Compliance : Reasonable accommodations are available to persons with disabilities during the application process and/or interview process in accordance with the Americans with Disabilities Act.

• About the company

  Hillsborough Area Regional Transit (also known as the Hillsborough Transit Authority) provides public transportation for Hillsborough County, Florida.

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