Human Resources Manager

Description

General Summary

The Human Resources Manager ("HR Manager") is a connector at Lane Transit District (the "District"). Someone who builds trust with employees and leaders alike, and who understands that great HR work happens at the intersection of people, culture, and strategy. This role serves as a hands-on partner to department managers across the District, helping them make smart people decisions, navigate complex situations, and build teams that want to stay.

Day-to-day, the HR Manager oversees non-union employee relations, leads workplace investigations, drives compliance efforts, and implements programs that make LTD a place where people thrive. They work in close collaboration with the Labor Relations Manager on matters that intersect union and non-union employee relations, ensuring a coordinated and consistent approach across the HR team. Longer-term, this role will contribute to shaping the policies, culture, and talent practices that support the District's mission.

This is a role for someone who is energized by variety, comfortable with ambiguity, and ready to grow. The HR Manager is expected to develop deep expertise across all HR functions and build the strategic perspective needed to take on greater leadership responsibility over time.

What Makes This Role Unique

LTD's HR department is a dedicated and specialized team that handles a meaningful scope of work. The HR Manager sits at the center of it. You'll have real ownership over your areas of responsibility, a direct line to leadership, and colleagues who take the work seriously. The District's mission, connecting people to their community through public transit, gives HR work here a tangible purpose. If you're looking for a role where you can both execute and shape, and where the people challenges are genuinely interesting, this is it.

Essential Duties & Responsibilities

The intent of this job description is to provide a representative summary of the major duties and responsibilities performed by employees in this job. Employees may be requested to perform job-related tasks other than those specifically presented in this description.

Employee Relations & HR Business Partnering

• Acts as a trusted advisor to managers and supervisors on all things people-related, supporting everything from everyday coaching conversations and performance feedback to complex disciplinary situations.
• Manages and resolves employee relations issues with fairness, thoroughness, and care, conducting investigations that are credible, timely, and well-documented.
• Provides day-to-day guidance to line management on performance management, conflict resolution, career development, and disciplinary processes.
• Partners with managers to improve work relationships, team morale, productivity, and retention with a focus on identifying root causes and recommending practical solutions.
• Supports workforce planning and succession planning conversations in partnership with department leadership.
• Develops contract terms for new hires, promotions, and transfers.
  
  

Culture, Engagement & Transformational Initiatives

• Leads District-wide HR initiatives focused on employee engagement, recognition, culture-building, and internal communication, with an eye toward making LTD an employer of choice.
• Analyzes HR data and trends in partnership with the broader team to develop evidence-based solutions, programs, and policy recommendations.
• Participates in cross-functional initiatives that support a positive, inclusive, and high-performing work environment.
• Identifies training and development needs for business units and supports the design, delivery, and evaluation of training programs.
• Ensures people practices and policies align with the District's strategic priorities and reflect its Mission, Vision, and Values.
  
  

Compliance, Investigations & Risk

• Leads or conducts investigations into serious and complex employment matters, including allegations of misconduct, harassment, discrimination, or policy violations; documents findings and recommends appropriate next steps.
• Oversees the District's federal and state workforce compliance obligations, including serving in the designated officer role required for publicly-funded transit agencies; ensures all applicable filings are current, accurate, and submitted on time.
• Manages compliance training programs required under federal and state workforce regulations, including anti-harassment and related initiatives. Maintains working knowledge of federal, state, and local employment law; keeps the organization and its managers informed of changes that affect day-to-day practices.
• Partners with legal counsel as needed on employment-related matters and risk mitigation.
  
  

Operational HR Functions

• Interprets and applies existing policies, contracts, and regulations; researches past practices and recommends updates when needed.
• Provides counsel and technical assistance to employees and management on employment law, HR policies, and employment-related concerns.
• Uses HR data and people analytics tools to identify trends, surface insights, and inform decisions and is able to translate findings into clear recommendations for managers and leadership.
• Supports HR department operations across recruitment, onboarding, and benefits administration.
• Oversees protected leave programs, including FMLA, OFLA, PLO and ADA accommodations, ensuring consistent application, timely communication, and regulatory compliance.
• Performs other related duties as assigned.
  
  

Other Supervisory Responsibilities

• Manage and monitor work performance of the non-union HR organizational unit, including evaluating program/work objectives and effectiveness.
• Establish broad organizational goals and realign work and staffing assignments, as needed.
• Oversee a team of HR Generalists and/or Specialists. At the District, this includes hiring, onboarding, performance management, coaching, and professional development of direct reports.
• Cultivates collaborative working relationships with peer supervisors and managers across departments, serving as a reliable HR resource and thought partner at all levels of the organization.
• Adhere to the District's procurement policies and procedures, including managing contract compliance.
• Support departmental budget planning and expenditure tracking in collaboration with the Chief Administrative Officer, as necessary.
  
  

Core Competencies

Successful performance in this role requires demonstrated strength in the following areas:

Builds Trust & Relationships

HR at LTD works closely with employees and managers across a diverse, service-delivery workforce. This role requires someone who earns credibility quickly, handles sensitive situations with discretion, and makes people feel genuinely supported.

Organizational Savvy & Influence

Getting things done at LTD means understanding how decisions are made and building strong peer relationships across departments. This role influences outcomes on culture, policy, and people practices without always having direct authority to mandate them, making trust and collaboration with fellow supervisors and managers just as important as any technical HR skill.

Communication & Facilitation

Whether writing a policy, leading a training, presenting findings to leadership, or helping a manager navigate a hard conversation, clear and empathetic communication is core to this work. The ability to adapt tone and style across audiences is essential.

Sound Judgment & Ethical Reasoning

From investigations to disciplinary recommendations to protected leave decisions, this role regularly requires navigating complexity without a clear playbook. The right person weighs competing interests carefully, stays grounded in the District's values and their own integrity, and can defend their reasoning.

WORKING AT LTD

Compensation

The salary range for this position is $107,272 – $145,114. LTD reviews compensation periodically to ensure internal pay equity and appropriate compensation structure, so the range may vary slightly depending on timing of hire. Final compensation will be determined based on experience and pay equity considerations.

Employee Benefits

LTD offers a comprehensive benefits package designed to support the whole employee.

• 100% employer-paid medical, dental, and vision insurance coverage for the employee and their family.
• Multiple PPO medical plan options to give employees the opportunity to select the coverage that best fits their needs.
• NEW: Pilot GLP 1 weight loss benefit supporting medically guided weight management and long-term wellness
• Generous employer contribution to a tax advantaged HRA VEBA for eligible healthcare expenses now and in retirement. Yearly HRA VEBA contributions can range from $2500 to $4700 per year depending on insurance plan choice and family coverage selection.
• Generous Paid Time Off (PTO) accrual that increases with tenure, rewarding long-term commitment to the District. This program includes vacation, sick leave, extended illness benefits and 10 paid holidays.
• Strong retirement benefits. Employees receive a discretionary employer contribution of 10% to a 401(a) plan. In addition, employees are eligible for a 50% match on their 457(b) deferrals, up to 3% of pay. Altogether, employees may receive total employer retirement contributions of up to 13% of pay. These contributions vest progressively, with employees becoming 100% vested after 3 years.
• Life insurance, AD&D, and disability coverage (employer paid; eligibility varies by position)
• Employee Assistance Program (EAP) with free, confidential mental health, financial, and legal support
• Wellness incentives, tuition assistance, and volunteer time (eligible positions).
• Free bus passes for employees and eligible family members.
  

What You'll Bring

Minimum Qualifications

Required Education And Experience

Any equivalent combination of education and experience which provides the knowledge, skills, and abilities required to perform the job. Education and coursework can substitute for years of experience. Typical qualifications would be:

Experience

• A bachelor's degree in Human Resource Management, Industrial Relations, Public Administration, Business Administration, or a related field.
• PHR, SPHR, SHRM-CP, or SHRM-SCP certification (required or actively in progress).
• A minimum of five (5) years of progressively responsible professional-level experience in a human resources department, or an equivalent combination of education and experience.
• Ability to qualify for Criminal Justice Information System (CJIS) Certification.
  
  

Preferred

• Experience in the public sector or a unionized environment.
• Experience and familiarity with EEO compliance, Affirmative Action plan development and administration, FTA EEO Program requirements, and EEOC charge response processes.
• Demonstrated interest in and readiness for expanded leadership responsibility over time.
  
  

Technical Proficiencies for Successful Performance of Job Duties

Knowledge Of

• State and federal employment laws and regulations.
• Policies, guidelines, and compliance requirements relevant to LTD operations.
• Negotiation techniques and principles.
• Data collection, HR metrics, and analysis techniques.
• Workforce training methods, professional development program design, and continuing education requirements applicable to public agency employees.
• Principles and practices of employee relations and performance management.
• Record keeping standards and documentation best practices.
• Modern office procedures and HR information systems (HRIS).
• English grammar, spelling, and punctuation.
  
  

Ability To

• Meet schedules and deadlines of the work.
• Analyze, evaluate, and develop solutions to complex human resources issues.
• Maintain the confidentiality of information and professional boundaries.
• Interact directly and independently with LTD's senior management as well as senior management of external organizations and government officials.
• Disseminate information, evaluate facts, determine alternative solutions to problems, and reach sound management and business decisions.
• Communicate effectively, both orally and in writing, including speaking in front of groups.
• Work flexible hours; analyze, evaluate, and develop solutions to human resources issues; effectively lead and coordinate team projects.
• Develop and produce written reports, policies, and communications.
• Lead, mentor, and develop staff at all levels and across departments, fostering a collaborative and high-performing organizational culture.
  
  

EMPLOYMENT DETAILS

Position Type and Expected Hours of Work

• This is a full-time, exempt position.
• While core hours are Monday through Friday, 8am–5pm, the PC Manager is expected to maintain general availability to support operational needs, which includes occasional early-morning or evening availability. LTD operates facilities with shift start times between 7am and 7pm, and this role may periodically need to flex to reach employees across those schedules.
• Occasionally required to work and/or attend meetings or events in public and at all LTD locations.
  
  

Travel

• Travel within the metropolitan area is required.
• Occasional travel outside of the region may be required.
• Valid driver's license and insurable driving record are required.
  
  

Working Conditions & Physical Demands

• Will work in a normal, on-site office environment.
• This position is based on-site at LTD facilities. While occasional flexibility may be considered, it does not qualify for a recurring remote work schedule.
• This position requires occasional lifting, pushing and pulling up to 25 lbs.
  
  

Human Collaboration & Job Impact

Communications and discussions result in decisions regarding policy development and implementation. Interaction with others outside the organization requires exercising participative management skills that support team efforts and quality processes. The impact the job has on LTD is significant in terms of time, money, or public/employee relations.

EEO Statement

At LTD, we believe every person deserves a workplace where they feel respected, valued, and able to do their best work. Lane Transit District is an Equal Opportunity employer and an Affirmative Action employer under Oregon law. We do not discriminate on the basis of race, color, religion, sex, national origin, age, disability, veteran status, sexual orientation, gender identity, or any other characteristic protected by applicable state or federal law.

Reasonable accommodation is available to qualified individuals with disabilities both in the application and interview process and in the performance of essential job functions. To request accommodation, please contact Human Resources at: hr@ltd.org.