PRIMARY RESPONSIBILITIES

Investigates workplace employee relations issues concerning CTA policy violations and ensures proper follow-up and timely resolution.

o Fosters a fair and consistent approach to investigations and promotes a positive work culture while minimizing risk.

o Ensures programs and procedures implemented are in compliance with professional standards, federal and state regulatory requirements, relevant laws, Authority guidelines and the Collective Bargain Agreements.

o Oversees the implementation and application of procedures and policies throughout the Authority.

o Maintains and proposes updates to related CTA policies and procedures. Advises, trains, and informs employees on related policies to promote positive employee relation practices.

o Directs and provides oversight to Authority managers in matters relating to dispute resolution and training as needed.

o Confers with Authority management, union representatives, labor relations, and/or legal team in addressing employee issues and proposing related resolutions.

o Coordinates with managers to investigate employee relations issues and complaints to properly address employees abusing Authority rules and guidelines.

o Provides advice and counsel to managers and supervisors regarding personnel practices, policy and employment laws.

Conducts investigations and mediations .

o Travels to field locations throughout service area where incidents occur.

o Interviews involved parties and relevant personnel (employees/supervisors/witnesses, etc.).

o Gathers evidence, prepares and documents findings, and presents recommendations for resolution.

o Leads mediations between disputing parties and assists employees in reaching a mutual agreement.

o Creates and maintains records of past incidents, findings, and resolutions.

Creates and develops training protocols for employee relations best practices.

o Travels to/from various Authority field locations in order to facilitate training sessions.

o Creates toolkits and manuals to supplement the trainings as needed.

o Regularly evaluates training needs and the success of training programs currently implemented.

Evaluates and/or develops internal outreach initiatives and projects that support a positive work culture that align with the Authority's policies.

Maintains and analyzes data for employee relations complaints related functions.

Performs related duties as assigned.

CHALLENGES

• Keeping abreast of policies and practices that address the broad range of employee relations laws and best practices.

EDUCATION/EXPERIENCE REQUIREMENTS

• Bachelor's degree in Human Resources or a related field and five (5) years of direct employee relations experience and/or an equivalent combination of education and experience.

• HR related certification is preferred.

• Previous experience in generating and analyzing employee relations related reports for internal and external reporting purposes.

• Previous experience conducting full cycle employee relations-based investigations.

PHYSICAL REQUIREMENTS

• Remaining in a stationary position for extended periods of time and constantly operating a computer and other office productivity machinery.

KNOWLEDGE, SKILLS, AND ABILITIES

• Detailed knowledge of principles and methods of conducting investigations.

• Detailed knowledge of Local, State and Federal employment laws and or policies (i.e. EEOC, IDHR, DOL, ILRB, FLSA, etc.).

• Detailed knowledge of labor unions and contracts.

• Strong verbal and written communication skills.

• Strong listening skills, independent judgment, and decision-making ability.

• Strong research and analytical skills.

• Good Microsoft Office Suite skills (Word, Excel, Outlook, etc.).

• Ability to maintain confidentiality.

• Ability to resolve conflicts, disputes, and negotiate with others.

• Ability to establish and maintain constructive and cooperative working relationships with others and maintaining them over time.

• Ability to analyze information and evaluate results to choose the best solution and solve problems.

• Ability to extract and review information from records, including studies, memoranda, and reports and draw conclusions or recommendations.

WORKING CONDITIONS

• General office environment.

• Subject to normal garage, shop, and terminal hazards such as noise, dust, grease, moving vehicles, etc. when working in bus/rail workshops, garages, and terminals.

• Position will report to headquarters (567 W. Lake Street) and will also commute to all garage, terminal, and workshop locations as needed.

EQUIPMENT, TOOLS, AND MATERIALS UTILIZED

• Standard office equipment.

• Personal computer and related software.

Employees and/or union members will be given priority consideration in the hiring process, per the applicable labor contracts.
Final salary will be determined in part by the qualifications of the selected candidate and may be higher or lower than target.
Applicants, if hired,must comply with CTA's residency ordinance.
CTA IS AN EQUAL OPPORTUNITY EMPLOYER
No employee or applicant for employment will be discriminated against because of race, color, creed, religion, sex, marital status, national origin, sexual orientation, ancestry, age, unfavorable military discharge, disability or any other status protected by federal, state, or local laws; except where a bona fide occupational qualification exists We are committed to providing an inclusive environment for our workforce and supporting the communities we serve. CTA will make reasonable accommodations for the known disabilities of otherwise qualified applicants for employment as well as its employees, unless undue hardship would result. If you require an accommodation in the application or hiring process, please contact prior to the submission of your application or upon notification of your actual test date. CTA will work with you to determine if an accommodation can be provided.
During the hiring process, CTA's Human Resources department will contact candidates with next steps . Failure to respond to these correspondences in a timely fashion may result in your application being closed out for non-responsiveness.
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