Human Resources Manager - Class/Comp

AC Transit is seeking a strategic and operational Human Resources Manager to lead the District’s Classification & Compensation and Organizational Design functions. This position is responsible for managing staff and directing programs that ensure the District’s classification structure, compensation practices, and organizational frameworks are aligned with operational needs, labor agreements, fiscal constraints, and best practices in public-sector human resources.

Under general administrative direction, this position plans, organizes, and manages complex and sensitive classification and compensation initiatives, job studies, organizational design efforts, and workforce structure planning. The incumbent provides expert consultation to human resources leadership and ensures consistent application of classification philosophy, compensation strategy and organizational design principles across the District.

• Plan, organize, and manage the District’s Classification & Compensation and Organizational Design functions; develops and directs the implementation of goals, objectives, work standards, policies, procedures, short and long-range strategic plans for the Classification and Compensation Unit 
• Lead the development and implementation of classification frameworks, compensation strategies, and organizational structure initiatives. 
• Evaluate organizational effectiveness and recommend structural changes to improve efficiency, accountability, and service delivery. 
• Ensure classification and compensation programs support workforce planning, succession planning, and internal mobility.
• Direct and oversee complex classification studies and organizational reviews, including evaluation of duties, scope of authority, supervision exercised, and organizational impact. 
• Provide expert interpretation of classification guidelines, labor agreements, and HR principles. 
• Develop new classifications or revise existing classifications to reflect evolving organizational needs. 
• Review and approve classification recommendations prepared by staff.
• Establishes performance measures for class/comp outcomes; monitors and evaluates results; presents findings; and implements corrective actions to address identified issues.
• Partner with executives and department leaders to design effective organizational structures aligned with operational and strategic priorities. 
• Oversee salary administration, including internal equity reviews, compensation benchmarking, and pay structure analysis. 
• Lead market compensation studies and recommend salary grade adjustments consistent with fiscal and policy considerations. 
• Ensure compensation practices align with labor agreements, policies, regulations and organizational strategy. 
• Provide consultation regarding compensation impacts of reorganizations, new programs, or staffing models.
• Manages employees of the Classification and Compensation Unit; selects, trains, develops, mentors, and guides staff in achieving goals and objectives
• Coaches and develops employees; provides constructive feedback on performance and behaviors; reviews and evaluates work; counsels and handles personnel actions, including discipline and grievance processes for direct and indirect reports, as needed.
• Provide technical guidance, mentoring, and professional development to build organizational capacity in classification and compensation analysis.
• Develops, administers, and controls the budget for the unit; ensures fiscal compliance; directs the forecast of additional funds needed for staffing, equipment, and supplies; directs the monitoring of and approves expenditures; directs the preparation and implementation of budgetary adjustments. 
• In conjunction with the Legal Department, interprets and communicates federal, state, local, and District laws, regulations, policies, and procedures. 

• Develops and implements personnel rules and regulations and interprets and administers human resources-related provisions of collective bargaining agreements.
• Continuously monitors and evaluates the efficiency and effectiveness of service delivery methods and procedures; assesses and monitors the distribution of work, support systems, and internal reporting relationships; identifies opportunities for improvement; directs the implementation of change. 
• Confers with, and serves as a resource to, District departments on the planning, development, and implementation of personnel-related programs, projects, policies, and procedures, to enhance service delivery and optimize staff efficiencies; responds to difficult and sensitive inquiries; assists with resolutions and formulates alternative recommendations; ensures the provision of optimal customer service to departments.
• Analyzes processes and procedures in Class/Comp, including conducting research and statistical analyses, and makes recommendations for improvement.
• Establishes collaborative relationships with various functional and departmental areas of the District; serves as a liaison for Class/Comp to other District departments, divisions, and outside agencies; attends meetings as necessary;
• Provides highly complex staff assistance to Director of Human Resources; develops and reviews staff reports related to assigned activities and services; presents information to the Board of Directors

• Participates in labor negotiations and/or recommend preliminary proposals, including cost implementation projections.
• Performs related duties as required.

Education: Equivalent to a bachelor’s degree from an accredited four-year college or university in industrial psychology, human resource management, public administration, or a related field. 

Experience: Six years of increasingly responsible experience in a human resources administration that included three (3) years of supervisory experience.

Physical Requirements: Must maintain the physical condition necessary to: (1) perform tasks in an office setting operating a personal computer, keyboards, and other peripheral equipment; and (2) possess physical mobility in order to direct or conduct field studies, and attend external meetings and events.

• Medical - Choice of two Health Maintenance Organizations (HMOs):  Kaiser Permanente and Health Net. $10.00 office visit co-pays; $5.00 - $35.00 prescription co-pays.
• Dental – MetLife Preferred Provider Organization (PPO) $50 annual deductible per person/$150 per family; $3,000 per person annual maximum; preventative care covered at 100%; basic and major care covered at 90%; $4,000 lifetime maximum orthodontia covered at 50%. 
• Vision - Vision Service Plan - $10.00 copay; eligible for an exam, lenses, frames or contact lenses every 12 months – based on the last date of service. $200 frame allowance or $120 allowance for contact lenses. 
• Employer paid Basic Life Insurance 
• Employee paid Voluntary Term Life Insurance
• Employee Assistance Program (EAP)
• Retirement – employees automatically participate in a lifetime defined benefit plan and have the option to contribute to a 457 deferred compensation plan via payroll deductions.  All employees hired on or after January 1, 2016 may be in the District’s Tier II pension plan covered by the Public Employees’ Pension Reform Act of 2013 (PEPRA).  As such, employee may be required to contribute a small portion of annual income towards the cost of the pension.
• Flexible Spending Accounts (FSA) for Health Care, Dependent Care, Parking, Transit
• AC Transit contributes up to $50.00/month towards an employee’s FSA Transit costs
• Free AC Transit Bus Pass
• Federal Credit Union
• Vacation and Sick Leave or Personal Time Off
• Nine (9) paid holidays; 2 paid floating holidays; 1 paid birthday holiday
• Tuition Reimbursement – up to $2500 per fiscal year on approved courses
• Wellness Program