Vice President of Human Resources

GENERAL DESCRIPTION OF WORK:

The Vice President of Human Resources (HR) is responsible for directing all of the people functions of VIA Metropolitan Transit in accordance with VIA’s policies and practices, regulations and administrative rulings of governmental organizations and other regulatory and advisory authorities and organizations. The incumbent will also be responsible for the strategic human resource planning to provide VIA with the best people talent available and to position the company as the employer of choice by being aware of policies, practices and trends within the transportation industry and all of industry in general.

ESSENTIAL FUNCTIONS:

Plans, develops, organizes, implements, directs and evaluates the organization’s human resource function and performance. Oversees all staff functions and operations of the division.

Participates in the development of the authority’s plans and programs as a strategic partner but particularly from the perspective of the impact on people.

Translates the strategic and tactical business plans into HR strategic and operational plans. Establishes and implements controls and evaluation processes to ensure compliance with organizational goals, budget, performance standards and regulatory/legal requirements.

Evaluates and advises on the impact of long-range planning of new programs/strategies and regulatory action as those items impact the attraction, motivation, development and retention of the people resources of the authority.

Develops staffing strategies and implementation plans and programs to identify talent within and outside the authority for positions of responsibility. Identifies appropriate and effective external sources for candidates for all levels within the company.

Serves as Custodian of Record of all salaried employee personnel files.

Develops progressive and proactive compensation and benefits programs to provide motivation, incentives and rewards for effective performance and to provide programs which utilize an employee and authority’s partnership for the short and long-range health and welfare protection of the employees.

Develops programs to allow the authority to embrace applicants and employees of all backgrounds and to permit the full development and performance of all employees.

Continually assesses the competitiveness of all programs and practices against the relevant comparable companies, industries and markets.

Establishes credibility throughout the organization with management and the employees in order to be an effective listener and problem solver of people issues.

Demonstrates leadership among peers and subordinates by breaking down barriers, establishing consensus and support for common goals.

Develops appropriate policies and programs for effective management of the people resources of the organization.

Enhances and/or develops, implements and enforces human resources policies and procedures of the organization by way of systems that will improve the overall operation and effectiveness of the organization. In particular, manages the human resource information systems database and necessary reports for critical analyses of the HR function and the people resources of the organization.

Provides technical advice and knowledge to others within the human resources discipline.

Manages the budget and other financial measures of the Human Resources Division.

Continues improving the programs, policies, practices and processes associated with meeting the strategic and operational people issue of the organization.

Evaluation of the human resource structure and team plan for continual improvement of the efficiency and effectiveness of the group as well as providing individuals with professional and personal growth with emphasis on opportunities (where possible) for individuals.

Oversees VIA’s workers’ compensation function.

Supports Labor Relations efforts.

This job description excludes marginal functions that are incidental to performing the job. Other duties may exist.

EDUCATION AND EXPERIENCE:

Bachelor’s degree in Human Resources, Business Management, Public Administration, or related field. Relevant experience may substitute for the required degree. Ten (10) years progressive responsibility in human resources management including experience administering compensation and benefits programs, overseeing budgets, monitoring performance evaluation systems, development and training programs, recruiting and writing policies and procedures.

Six (6) years or more experience in a management position.

Experience may be substituted in lieu of a degree on a year-for-year basis up to four (4) years.

PREFERRED QUALIFICATIONS:

Master’s Degree in related field

SPHR, CCP, CBP, or CEBS certification.

Experience working in a union environment.

ADDITIONAL REQUIREMENTS:

Extensive knowledge of the principles and practices of human resources and employment law, labor law, performance management, wage and salary administration, job evaluation, benefits, and records management.

Ability to administer sound human resources programs, to interpret laws and develop policy, advise managers, supervise staff, maintain confidentiality, and communicate effectively maintain working relationships with employees, managers and the public.

Ability to effectively work as a team player. A self-starter responsive to organizational needs, committed to excellence and continual employee development.

Must have ability to read and understand complex material.

Must have ability to attend meetings and other functions off property.

Must be able to maintain good work attendance.

Safety Accountability Statement:

- Employees must consider safety in all tasks performed, as well as demonstrate safe judgment and decisions that not only maintain their own safety; but that of fellow employees and customers.

- Demonstrate a professional commitment to assure compliance with all organizational policies, practices, and programs related to safety, health, and system security.

- Employees have a responsibility to identify and report hazards, as well as potentially unsafe conditions, to your immediate supervisor or Safety Department.

- Employees are responsible, and required, to stop a job/task to prevent an unsafe incident or act from occurring. This acknowledges the threat of potential injury, property damage and the opportunity for better judgment to be used.

Must comply with and support VIA’s EEO policies and the Diversity Program.

PHYSICAL REQUIREMENTS:

Physical ability required to be mobile, bend, stoop, stand, reach and lift objects weighing 5-25 pounds such as files, supplies, equipment and large heavy reference manuals and books.

WORK ENVIRONMENTS:

Works in normal office environment.

Requires irregular hours.

VIA Metropolitan Transit is an Equal Opportunity/Affirmative Action Employer.

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