This is a term-limited position, duration of term is expected to last 3 years.

Salary range is $65k to $150k, with a midpoint of $105k. New hires typically receive between minimum and midpoint, however, we may go slightly higher based on experience, internal equity and market.

Sound Transit also offers a competitive benefits package with a wide range of offerings, including:

• Health Benefits: We offer two choices of medical plans, a dental plan, and a vision plan all at no cost for employee coverage; comprehensive benefits for employees and eligible dependents, including a spouse or domestic partner.
• Long-Term Disability and Life Insurance.
• Employee Assistance Program.
• Retirement Plans: 401a – 10% of employee contribution with a 12% match by Sound Transit; 457b – up to IRS maximum (employee only contribution).
• Paid Time Off: Employees accrue 25 days of paid time off annually with increases at four, eight and twelve years of service. Employees at the director level and up accrue additional days. We also observe 12 paid holidays and provide up to 2 paid floating holidays and up to 2 paid volunteer days per year.
• Parental Leave: 12 weeks of parental leave for new parents.
• Pet Insurance.
• ORCA Card: All full-time employees will receive an ORCA card at no cost.
• Tuition Reimbursement: Sound Transit will pay up to $5,000 annually for approved tuition expenses.
• Compensation Practices: We offer competitive salaries based on market rates and internal equity. In addition to compensation and benefits, you’ll find that we provide work-life balance, opportunities for professional development and recognition from your colleagues.

GENERAL PURPOSE:
Under the general direction of the Deputy Director, Employee Enablement & Development, will serve as a consultative business partner to the Passenger Experience department. This position will be responsible for utilizing HR knowledge and experience to assess human capital needs in light of business objectives and to deliver effective HR solutions. The areas of HR support include, but are not limited to talent strategy, particularly as it relates to current and future talent needs, employee relations, performance management, employee investigations, retention strategies, policy interpretation and adherence, as well as coaching and supporting management and staff on work related matters and adherence to policies.

ESSENTIAL FUNCTIONS:
The following duties are a representative summary of the primary duties and responsibilities. Incumbent(s) may not be required to perform all duties listed and may be required to perform additional, position-specific duties.

• Supports the Passenger Experience department to implement a variety of HR priorities and programs.
• Translates DEI strategy and implementation roadmap into everyday culture and partners with CREI to establish, monitor, and advance DEI priorities.
• Collaborates in developing department goals, objectives, and processes.
• Recommends new approaches to increase leadership effectiveness, performance, engagement and build an effective culture.
• Knowledge of employment laws and practices, ensures agency policies, procedures and reporting are in compliance. Conducts investigations, maintain documentation, and represents HR at employment hearings.
• Administers exit interviews and procedures.
• Participates with HRBP team in workforce planning, performance management, employee engagement surveys and employee experience. Interprets data for trends and patterns and disseminates information to leadership.
• Provides feedback from clients and HRBP Team to assist in the development of HR programs, policies, and practices.
• Partners with HR functional areas as needed to resolve internal customer issues.
• Acts as a change agent in supporting integration efforts and driving cultural change.
• Partners with management to implement HR programs within their respective areas.
• Serves as consultant to employees and managers on a wide variety of issues such as training needs, poor performance, policy interpretations, career development, conflict management, and other issues impacting productivity and/or morale
• Provides support in the resolution of issues, in collaboration with legal partners and other HR functions (Recruitment, Total Rewards, etc.).
• Identifies opportunities to reduce employee relation issues for client.
• Supports the business groups in training on the Agency's employment-related policies as required by law.
• Analyzes turnover data to identify potential trends; addresses concerns with management and makes recommendations for improving the work environment.
• Partners with Total Rewards, to review/recommend promotional increases, equity adjustments, market class adjustments, and other process changes.
• Assists managers with developing position descriptions and performs job evaluations in order to ensure proper FLSA and pay classification.
• Consults with managers in identifying employee development needs.
• Partners with management to identify, develop and manage talent and workforce plans for assigned group.
• Informs and implements change and readiness plans, including communication plans that enable the successful launch of business- specific programs or processes.
• Works with L&D team to develop training content and facilitates training sessions for managers and employees.
• Conducts the annual performance management process for Passenger Experience department.
• Champions and models Sound Transit's core values and demonstrates values-based behaviors in everyday interactions across the agency.
• Contributes to a culture of diversity, equity, and inclusion in alignment with Sound Transit’s Equity & Inclusion Policy.
• It is the responsibility of all employees to follow the Agency safety rules, regulations, and procedures pertaining to their assigned duties and responsibilities, which could include systems, operations, and/or other employees.
• It is the responsibility of all employees to integrate sustainability into everyday business practices.
• Other duties as assigned.

MINIMUM QUALIFICATIONS:

Education and Experience: Bachelor’s Degree in related field and four years of HR experience with a majority of that experience performing exempt level generalist HR responsibilities or in a Business Partner role; strong employee relations experience; Or an equivalent combination of education and experience.

Preferred Licenses or Certifications:

• SHRM certification.

Required Knowledge and Skills:

• Microsoft Office Suite.
• Advanced principles, practices, and standards of human resources administration in assigned areas.
• Pertinent federal, state, and local laws, codes, and regulations and compliance.
• Broad understanding of HR principles and practices.
• Customer service methods and techniques.
• Office procedures, methods and equipment including computers and applicable software applications such as word processing, spreadsheets, and databases.
• English usage, spelling, grammar, and punctuation.
• HRIS systems application.
• Exceptional customer service, establishing and maintaining effective working relationships with other division staff, management, vendors, outside agencies, community groups and the general public.
• Maintaining a high degree of discretion, confidentiality, and integrity.
• Multi-tasking in a fast-paced environment and to work independently or as part of a team.
• Working effectively under pressure, meet deadlines, and adjust to changing priorities.
• Excellent written and verbal communication, communicating with tact and diplomacy.
• Ability to demonstrate sound judgment on employment related matters.
• Strong follow through.
• Advanced computer skills.
• Strong research, analytical, and problem-solving skills.
• Capability to lead project team members that are not direct reports.
• Ability to balance the needs of both management and employees.
• Ability to make effective small and large group presentations.
• Ability to take initiative.
• Excellent organizational skills.
• Accuracy and attention to detail.

Physical Demands / Work Environment:

• Work is performed in a standard office environment.
• The Agency promotes a safe and healthy work environment and provides appropriate safety and equipment training for all personnel as required.

Sound Transit is an equal employment opportunity employer. No person is unlawfully excluded from employment action based on race, color, religion, national origin, sex (including gender identity, sexual orientation and pregnancy), age, genetic information, disability, veteran status or other protected class.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)