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 SummaryBART is seeking to fill two (2) newly created Deputy Director of Human Resources positions.
Pay Rate$148,935.00 /annually - $225,638.00/annually (Non-Represented Pay Band 11)
Initial salary is negotiable between $185,000.00 - $214,000.00, commensurate with experience and education.
Reports ToDirector of Human Resources - R. Bolds
Current AssignmentUnder general direction this position plans, directs, manages, and administers the work of multiple divisions / functions within Human Resources, which may include at least three of the following divisions/functions: Benefits, Classification & Compensation, Employee Relations, Human Resources Information Systems, Leave Management, Substance Abuse Programs, Talent Acquisition, and Workforce Development. The two Deputy Directors function as peers, overseeing assigned divisions/functions within Human Resources and will collaborate closely to ensure continuity and support HR’s mission, programs, objectives, and the strategic initiatives of the HR Director. In addition, the Deputy Directors will provide highly responsible and complex management support to the Director of Human Resources and performs related duties as assigned, and will act in the Director's place as required.
Public sector experience highly desirable.
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 DutiesPlans, directs, and evaluates the activities of multiple divisions and functional areas of the Human Resources Department through subordinate management employees, including at least three of the following divisions/functions: Benefits, Classification & Compensation, Employee Relations, Human Resources Information Systems, Leave Management, Substance Abuse Programs, Talent Acquisition, and Workforce Development.
Manages, trains, and evaluates all assigned staff either directly or through subordinate managers and supervisors; and makes or recommends final decisions regarding policies, operational matters, and administrative procedures.
Directs and/or performs a variety of complex employee relations functions related to employees who are not represented by labor unions, including issues related to performance management, workplace investigations, including violence in the workplace investigations, disciplinary processes, terminations, hearings, and coaching of management staff.
Coordinates, directs, and closely monitors interactions of assigned divisions and functions with the District’s legal and labor relations departments; and ensures all such interactions are coordinated across human resources functions and effectively advance the goals of the Human Resources Department.
Acts on behalf of and/or in the absence of the Director of Human Resources as assigned; represents the Director of Human Resources and the Human Resources Department in meetings and interactions with a wide range of individuals, including human resources staff, management and executive staff throughout the District, the District’s Board of Directors, members of the public, and representatives from other agencies and organizations.
Assists in the identification, development and implementation of departmental goals, objectives, policies, and priorities; assists in the determination of resource allocation and levels of service according to established policies.
Directs the allocation of resources to achieve timely outcomes and measurable goals; adjusts plans and programs to meet emerging or new demands, while continuing to address major departmental and District priorities.
Monitors and evaluates the effectiveness of service delivery processes and systems, organizational structure, staff performance, human resources systems, and overall operations; identifies, recommends, and implements alternative approaches and improvements as needed.
May serve as liaison for the Department with other departments in the District, policy?making officials, and officials of outside agencies; explains laws, regulations, procedures, policies, and programs to a variety of stakeholders; identifies and resolves difficult and complex issues and problems.
Plans, develops, implements, and/or directs major or complex projects or programs that have significant Districtwide impact; directs the research of complex, highly technical issues; analyzes alternative solutions or approaches; recommends most effective courses of action.
Oversees and administers budget in accordance with the approved budget for assigned areas and assists the Director of Human Resources with the administration of the overall department budget.
Monitors, tracks, and reviews changes to applicable legal and procedural requirements, and ensures assigned areas adapt to changes as needed.
Leads presentations, informational meetings, and training sessions; may serve as staff on a variety of boards, commissions, and committees; and prepares and presents staff reports.
Performs other duties as assigned.
Minimum QualificationsEducation :
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 six (6) years of full-time, progressively responsible professional level experience in human resources, which must have included at least two (2) years of management level responsibilities at the level of a Division Manager or higher.
Substitution
:Additional experience as outlined above may be substituted for the education on a year for year basis.
Knowledge and SkillsKnowledge of :
- Principles, methods, and practices of public human resources administration, including classification and compensation, employee benefits, employee and labor relations, employee training and workforce development, human resources information systems, leave management, and recruitment and selection.
- Principles, practices, and techniques of a public sector employee and labor relations programs, including those related to collective bargaining, dispute resolution, mediation, arbitration, and fact finding, grievance procedures, and workplace investigations.
- Principles and practices of program development and oversight, including best practices for developing and implementing effective management controls.
- Methods and techniques of project management.
- Principles and practices of contract administration.
- Principles and practices of budget preparation and administration.
- Principles of supervision, training, and performance evaluation.
- Applicable federal, state, and local laws, codes, regulations, guidelines, and standards, including but not limited to the California Labor Code, the California Equal Pay Act, California Fair Employment and Housing Act, the Americans with Disabilities Act, the Family Medical Leave Act, the California Family Rights Act, the Fair Labor Standards Act, Title VII of the Civil Rights Act of 1964, and the Uniform Guidelines on Employee Selection Procedures.
Skill in :
- Managing, improving, and exercising full management authority over human resources programs.
- Leading and/or participating in the development and administration of department goals, objectives, and procedures.
- Selecting, supervising, training, and evaluating staff.
- Preparing and administering program budgets.
- Preparing clear and concise administrative and financial reports.
- Analyzing problems, identifying alternative solutions, projecting consequences of proposed actions and implementing recommendations in support of goals.
- Researching, analyzing, and evaluating new service delivery methods and techniques.
- Interpreting and applying Federal, State, and local policies, laws, and regulations.
- Communicating clearly and concisely, both orally and in writing.
- Establishing and maintaining effective working relationships with those contacted in the course of work.
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 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 .
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 Coverage
- Vision 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 457 Sick 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 holidays Life Insurance w/ ability to obtain additional coverage Accidental Death and Dismemberment (AD&D) Insurance Survivor Benefits through BART Short-Term Disability Insurance Long-Term Disability Insurance Flexible Spending Accounts: Health and Dependent Care Commuter Benefits Free BART Passes for BART employees and eligible family members.
Closing Date/Time: 7/10/2024 11:59 PM Pacific
