Human Resources Manager - Reno

Keolis is an Equal Opportunity Employer and complies with federal and state disability laws, providing reasonable accommodations to qualified applicants. Applicants must be authorized to work in the United States; Keolis does not sponsor visas for this position.

Requirements

• 5+ years of HR experience
• 2-5 years working in a union environment
• Bachelor’s Degree in HR and/or equivalent experience required
• Excellent knowledge of Nevada's Employment laws
• Experience working across multiple locations strongly preferred
• Experience as a sole contributor supporting 300+ employees
• Experience with HRIS and payrolling systems required; UKG experience or similar software preferred
• Knowledge of key HR regulations (SHRM or similar certification) strongly preferred
• Understanding of discrimination, harassment, and workplace bullying issues
• Experience influencing behavior and delivering through others
• Track record in transportation or similar industry with a strong focus on customer service preferred
• Legal knowledge and understanding of HR practices and policies
• Understanding of Collective Bargaining Agreements required
• Flexibility and adaptability to shifting business priorities

Skills

• Managerial leadership skills, including ability to manage and motivate staff as an individual contributor
• Coaching and development skills
• Excellent oral and written communication skills, adaptable to the audience
• Ability to manage complex tasks within tight timeframes and multiple projects simultaneously
• Ability to integrate diverse activities and work across functions
• Strong planning, long-term strategy design, and work prioritization skills
• Excellent analytical skills, including process design
• Strong focus on service quality, customer service, and safety
• Change leadership: confidence and flexibility to accept, embrace, and initiate change; ability to work under pressure and inspire support
• Strong organizational skills
• Commitment to ongoing HR learning and training
• Strong critical thinking and ethical approach to HR practices
• Strong interpersonal skills

Responsibilities

Recruitment and Onboarding

• Partner with the recruiting department to create and approve job requisitions
• Run and review background screening and motor vehicle records for all new hires
• Collaborate with the leadership team in candidate selection
• Maintain work structure by updating job requirements and job descriptions
• Manage new hire onboarding, including collection of documents and completion of paperwork
• Process I-9 forms and launch E-Verify
• Conduct new hire orientation

Employee Relations / Labor Relations

• Proactively engage in employee and labor relations issues
• Serve as a liaison between management and employees to resolve issues and grievances for both union and nonunion employees
• Recommend employee discipline as per the Collective Bargaining Agreement (CBA)
• Collaborate with site leadership on actionable employee decisions and high-quality HR processes
• Work within the CBA and demonstrate experience in a union environment
• Conduct and complete employee investigations with professionalism and confidentiality
• Represent the Company at hearings as needed
• Create work rules pertaining to site operations while adhering to the CBA
• Demonstrate employee advocacy and develop a reputation as a neutral, approachable HR professional
• Build solid working relationships with union representatives to seek common resolutions to grievances
• Communicate and act on employee survey results

HR Operational Functions

• Lead HR and business project initiatives
• Implement HR operational strategies
• Conduct and analyze exit interviews
• Engage in employee development activities
• Develop and implement facility-staffing strategies, including community outreach
• Manage programs, policies, and procedures supporting change management and company culture
• Support management with the performance review process
• Ensure legal compliance by monitoring company policies, procedures, and federal/state laws
• Maintain employee files, including designing filing systems and electronic records
• Contribute to the leadership team in accomplishing HR-related tasks
• Serve as a subject-matter expert on human resource disciplines
• Evaluate potential issues and formulate strategic responses
• Complete HR reports (e.g., payroll reports, trackers)

Compensation / Benefits / Payroll

• Conduct periodic pay surveys, job evaluations, and employee incentives
• Monitor and schedule individual pay actions; implement pay structure revisions as applicable to state, federal, and CBA requirements
• Process promotions and demotions
• Set up new hires to select benefits and manage changes due to qualifying events
• Maintain employee benefits programs and process changes related to qualifying events, promotions, or demotions
• Assist employees with electronically selected benefits
• Process benefit claims

Training and Development

• Conduct open enrollment presentations
• Train managers on candidate selection, interviewing, coaching, and disciplining employees
• Train managers, supervisors, and employees on Prevention of Sexual Harassment
• Conduct orientation training for all newly hired employees and provide facility tours
• Oversee and create training implementation using a tracking system

Leaves of Absence

• Process all leaves of absence with the leave department using Absence Soft
• Notify employees of approved/denied leave via letter and administer applicable compliance materials
• Maintain up-to-date leave trackers
• Collect benefit payments for employees on leave
• Transfer employees to COBRA as needed

Administrative Requirements

• Perform data entry and data cleanup as necessary
• Support corporate staff with routine HR needs
• Other administrative duties as assigned

Safety

• Ensure the Road Traffic Safety Management System (RTSMS) conforms to requirements
• Ensure RTSMS processes deliver intended outputs
• Report to management on RTSMS performance and opportunities for improvement
• Promote customer focus throughout the organization
• Maintain RTSMS integrity during changes

Physical Demands and Work Environment

The physical demands and work environment described are representative of those an employee may encounter while performing the essential functions of the job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

• Long periods (potentially exceeding 8 hours per day) of walking, standing, sitting, bending, pushing, pulling, climbing, lifting, balancing, stooping, twisting, squatting, handling materials, and repetitive hand-wrist motions
• Traversing uneven surfaces
• Exposure to extreme heat and cold, loud noises, fumes, and airborne particles
• Operators/Drivers may work inside or outside vehicles and operate vehicles for over 8 hours per day
• Operations Supervisors and Managers may split work between office settings and active transit field locations
• Maintenance Employees may be exposed to toxic or caustic chemicals and work with heavy machinery
• Office Staff may work indoors in air-conditioned or well-ventilated facilities, including typing or looking at a computer screen

Drug screening: Employment for safety-sensitive positions is contingent upon passing a pre-employment drug screen and physical examination. Keolis maintains a drug-free workplace. Employment is also contingent upon completion of a background check consistent with applicable laws.