Human Resources Manager - MVTA

Keolis Group; Burnsville (MN); On-site; USD 70,000 - 95,000; Full time

Job summary

Keolis Group in Burnsville, MN seeks an experienced HR professional to support Recruitment, Employee Relations, and HR Operations across multiple locations. The role emphasizes compliance with Minnesota laws, payroll systems, and strong customer service focus.

The ideal candidate will lead HR initiatives, train managers, and manage complex tasks while traveling between Burnsville and Eagan. A Bachelor’s degree in HR or equivalent is required.

Qualifications

• Bachelor’s Degree in HR or equivalent experience.
• Solid knowledge of Minnesota employment laws.
• Experience supporting 250+ employees as a sole contributor.
• Experience with HRIS and payroll systems; UKG preferred.
• Willingness to travel frequently between Burnsville and Eagan.

Responsibilities

• Recruitment and onboarding support and background checks.
• Employee and labor relations liaison between management and staff.
• Lead HR operational initiatives and policy implementation.
• Support compensation, benefits, and payroll processes.
• Facilitate training and development initiatives with managers.
• Manage leave processes (FMLA/ADA) and attendance tracking.
• Handle administrative HR duties and data integrity.
• Promote safety and regulatory compliance across locations.

Skills

Managerial leadership

Coaching & development

Communication skills

Multitasking & prioritization

Cross-functional collaboration

Process design & analysis

Service quality focus

Change management

Organizational skills

HR learning & training

Critical thinking

Interpersonal skills

Education

Bachelor’s Degree in HR or equivalent

Tools

UKG

Job description

• Bachelor’s Degree in HR and/or equivalent experience required
• Excellent knowledge of Minnesota’s Employment laws such as discrimination, harassment and workplace bullying
• Experience working across multiple locations is strongly preferred
• Experienced as a sole contributor supporting 250+ employees
• Experience with HRIS and payrolling systems required
• UKG experience or similar software experience preferred
• Knowledge of key HR regulations (SHRM or similar certification) strongly preferred
• Experience of influencing behavior and delivering through others
• Prefer experience in transportation, or similar, industry and a strong focus on customer service
• Legal knowledge and understating of HR practices and policies
• Must be comfortable and willing to travel on a frequent basis between two locations: Burnsville & Eagan
• Must be flexible and adaptable to shift business priorities

Skills:

• Managerial Leadership skills, ability to effectively manage and motivate staff as an individual contributor
• Managerial Leadership skills in coaching and development
• Excellent communication both oral and writing skills, adapt the level of communication to the audience
• Ability to manage difficult and complex tasks within tight timeframes and several projects at one time
• Ability to work across and integrate diverse activities
• Good planning, long term strategy design and work prioritization skills
• Excellent analyzing skills and techniques (including process design)
• Strong focus on service quality, including both customer service and safety
• Leads change - Demonstrates the confidence and flexibility to accept, embrace, initiate change, work under pressure and in a rapidly changing environment with the ability to inspire support and empower others to achieve team goals using appropriate interpersonal styles and methods
• Organizational skills a must
• Commitment to ongoing HR learning and training
• Strong critical thinking skills
• An ethical approach to HR practices
• Strong interpersonal skills

Key Accountabilities:

Recruitment and Onboarding

• Partner with the recruiting department in creating job requisitions and seeking their approval
• Run and review background screening, motor vehicle records for all new hires
• Collaborate with the leadership team in selecting a candidate
• Maintain work structure by updating job requirements and job descriptions for all positions.
• Manage new hire onboarding process which includes collection of new hire documents, ensuring completion of new hire paperwork and complete onboarding in UKG
• Process I9 and launch E-Verify
• Conduct new hire orientation for all new hires

Employee Relations/ Labor Relations

• Proactively engage in employee and labor relations issues
• Be a liaison between management and employees to resolve employee relation issues
• Collaborate with Managers on matters related to employee discipline as per the Handbook
• Collaborate with site leadership on actionable employee decisions and ensure the delivery of high-quality HR processes.
• Conduct and complete all employee investigations with professionalism and confidentiality
• May represent the Company at hearings
• May need to create work rules pertaining to site operations while adhering to the Employee Handbook and the operating contract
• Demonstrate employee advocacy and develop a reputation as a neutral and approachable HR professional serving all employees.
• Communicate and act on employee survey results

HR Operational functions

• Leading HR and business project initiatives
• Implementing HR operational strategies
• Conduct and analyze exit interviews.
• Engage in employee development activities
• Develop and implement facility-staffing strategies inclusive of community outreach.
• Manage programs, policies, and procedures in support of change management and company culture.
• Support management with the performance review process
• Ensure legal compliance by monitoring and implementing company policy, procedures, federal and state law and its requirements.
• Maintain electronic employee records to view past and current personnel records.
• Contributes to the leadership team in accomplishing HR related tasks pertaining to the client’s request
• May be assigned as a subject-matter expert on one or more human resource disciplines for the company
• Evaluates potential issues or service needs and formulates strategic responses.
• Monitor employee PTO balances and ensure employees are assigned the correct PTO plans

Compensation/ Benefits/Payroll function

• Conduct periodic pay surveys, job evaluations, employee incentives.
• Monitor and schedule individual pay actions
• Assist employees on their selected benefits electronically.

Training and Development

• Train managers on candidate selection and interviewing skills
• Train managers and supervisors on coaching and disciplining employees
• Train managers and supervisors on Manager Self Service (MSS) in UKG
• Train managers, supervisors, and employees on Sexual Harassment training
• Conduct orientation training for all newly hired employees and give tours to the facility
• Oversee and create the implementation of training with the use of a tracking system.

Leaves of Absence

• Responsible for processing all leave of absences (FMLA, ADA, etc).
• Complete and keep up to date leave trackers
• Collect benefit payments for those employees on leave

Administrative Requirements

• Data entry and data cleanup as necessary
• Support corporate staff with routine HR needs
• Other administrative duties may be assigned

Safety

• Ensure that the Road Traffic Safety Management System (RTSMS) conforms to the requirements
• Ensure that the RTSMS processes are delivering their intended outputs
• Report to management on the performance of the RTSMS and on opportunities for improvement and on the need for change or innovation
• Ensure the promotion of customer focus throughout the organization
• Ensure the integrity of the RTSMS is maintained, when any changes to RTSMS are planned and implemented

Physical Demands and Work Environment:

The physical demands and work environment characteristics described here are representative of those an employee may encounter while performing the essential functions of the job. Reasonable accommodation may be requested to enable individuals with disabilities to perform the essential functions.

All roles may entail, to varying extents, the following physical demands:

• Long periods (potentially exceeding 8 hours per day) of walking, standing, sitting, bending, pushing, pulling, climbing, lifting, balancing, stooping, twisting, squatting, handling materials, repetitive hand-wrist motions, and traversing uneven surfaces;
• Exposure to both extreme heat and cold;
• Exposure to loud noises, fumes, and airborne particles;

In addition to the above demands inherent in every role, the following roles may entail unique physical demands, including:

• Operators/Drivers may work inside or outside vehicles and may operate vehicles for over 8 hours per day.
• Operations Supervisors and Managers may split their work between an office setting looking at a computer screen/electronic device and active transit field locations driving in a vehicle.
• Maintenance Employees may be exposed to toxic or caustic chemicals in a ventilated maintenance shop and may work with personal computers, laptops, electronic hand-held devices, complex electrical schematics, diagnostic software and testing devices, and other heavy machinery.
• Office Staff may work indoors in air-conditioned or well-ventilated facilities, including offices and cubicle spaces equipped with a telephone and computer and may entail typing or looking at a computer screen.

Additional Statements:

• Drug screening: Pursuant to Department of Transportation regulations, employment for safety-sensitive positions will be contingent upon passing apre-employment drug screen and a physical examination. Keolis maintains a drug-free workplace. Employment will also becontingent upon completion of abackground check consistent with applicable federal, state, and/or local laws.
• Safety commitment: Safety is a way of life atKeolis. By placing safety first, we ensure the wellbeing of our employees, customers, and communities. Together we canbecome the safesttransportation company in the world.
• Environmental commitment: Keolis is committed to protecting the environment by minimizing the impact of our operations on the communities wherewe operate.
• EEO statement: Our policy is to afford Equal Employment Opportunity to qualified individuals regardless of their race, color, sex, religion, age, creed, marital status, national origin, ancestry, physical or mental disability, sexual orientation, pregnancy status, genetic information, veteran status, gender identification, or any other status protected by applicable law. If you require a reasonable accommodation to participate in the application or interview process, please contact [e-mail]. Keolis complies with federal and state disability laws and provides reasonable accommodations to qualified applicants.
• Work authorization: "Applicants must be authorized to work in the United States. Keolis does not sponsor visas for this position"
• Disclaimer and closing statement: The above statements are intended to describe the general nature and level of work performed by employees assigned to this classification. They are not intended to be construed as an exhaustive list of all responsibilities, duties, and skills required of employees assigned to this job. Keolis is committed to offering our employees competitive compensation and benefits, opportunities for development and growth throughout an exciting and rewarding career, and the safest work environment possible.

Equal Opportunity Employer
This employer is required to notify all applicants of their rights pursuant to federal employment laws.For further information, please review the Know Your Rights notice from the Department of Labor.