Summary:

The Site Director of Human Resources serves as the senior HR leader for the Massachusetts Bay Transportation Authority (MBTA) account, responsible for all HR strategy execution, employee relations, and culture for a workforce of approximately 400 employees across union and non-union populations.

This role is a high-impact, hands-on HR leadership position that partners closely with operations to drive workforce stability, ensure compliance in a complex labor environment, and deliver strong recruiting results in a high-volume, service-oriented setting. Additionally, this role will work closely with Talent Acquisition to insure appropriate staffing levels.

Key Responsibilities include the following. Other duties may be assigned:

1. HR Leadership & Business Partnership

• Act as the primary HR partner to site and regional operations leadership.
• Align HR strategies with operational goals, including staffing, retention, and performance.
• Provide day-to-day guidance to managers on employee relations, discipline, and workforce management.
• Serve as the escalation point for complex HR issues.

1. Labor Relations

• Lead HR support for unionized employees, including:
• Grievance handling and resolution
• Interpretation and administration of collective bargaining agreements (CBAs)
• Preparation for and participation in arbitrations (as needed)
• Advise operations leaders on contract compliance and risk mitigation.
• Build constructive working relationships with union representatives.

1. Recruiting & Workforce Planning

• In conjunction with the Talent Acquisition team, insure appropriate staffing levels.
• Support recruiting strategies to meet staffing targets in a high-volume environment.
• Partner with operations to forecast workforce needs and proactively address gaps.

1. Employee Relations

• Lead investigations into employee concerns, complaints, and policy violations. These may arise from internal or external (customer) sources.
• Ensure consistent and compliant application of company policies and practices.
• Coach managers on performance management, documentation, and corrective action.
• Drive proactive engagement strategies to improve retention and reduce early turnover.

1. Compliance & Risk Management

• Ensure compliance with federal, state (Massachusetts), and local labor laws.
• Oversee proper administration of policies, procedures, and HR programs. These include, but are not limited to: EAP, unemployment administration, attendance and LOA (with support from the Corporate Support Center).
• Partner with corporate HR and legal on high-risk issues, including litigation and agency claims.
• Maintain accurate employee records and documentation.

1. Culture, Engagement & Retention

• Lead initiatives to improve onboarding, engagement, and retention--especially in the first 90 days.
• Support implementation of company-wide HR programs (e.g., surveys, training, SMS University).
• Identify turnover drivers and recommend targeted interventions.

Qualifications

Education/ Experience

• Bachelor's degree and 7+ years of relevant HR leadership experience, or an equivalent combination of education and experience, required.
• 7+ years of progressive HR experience, including:

• Significant employee relations experience in a complex, service/hospitality business
• Direct experience supporting unionized workforces
• Proven success in high-volume recruiting and staffing environments.
• Experience supporting field-based or service-oriented operations (preferred).

Knowledge & Skills

• Strong working knowledge of:
• Labor relations and grievance processes
• Wage and hour compliance
• Employment law and investigations
• Ability to operate both strategically and tactically in a fast-paced environment.
• Strong influencing and coaching skills with frontline and mid-level leaders.
• Data-driven mindset with ability to translate metrics into action.

Personal Attributes

• Highly responsive and hands-on.
• Strong judgment and decision-making in ambiguous situations.
• Comfortable operating independently in a site-based role.
• Ability to build credibility quickly with operations and workforce alike.

Certificates and Licenses:

• SHRM of HRCI certification required.

Supervisory Responsibilities

• This role will manage a team the HR Employee Relations Specialist and HR Assistant.

Work Environment:

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

The following elements of the work environment are subject to change and vary depending on location: noise level may vary and may occasionally be loud, temperatures may be either hot or cold, humid or dry, close proximity to others may sometimes be required, and exposure to fumes or airborne particles, toxic or caustic chemicals may occur on occasion.

Physical Demands:

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

While performing the duties of this Job, the employee is regularly required to talk or hear. The employee is frequently required to stand; walk; sit; use hands to finger, handle, or feel; reach with hands and arms. The employee must occasionally lift and/or move up to 10 pounds. Specific vision abilities required by this job include close vision, distance vision, peripheral vision, depth perception and ability to adjust focus.

*This job description is not a contract for any specific period of time and may be adjusted at any time at the employer's discretion based on changing or newly determined needs for the position.