HR Manager (Mountain View , CA)

Human Resources Manager

First, though, WHO ARE WE?

Lux Bus America is an innovator of safe, reliable, luxury transportation that offers state-of-the-art equipment, exceptional compensation and benefits, and opportunities for growth. If you are looking for a career and not just a job, you have come to the right place! We invest in our team members with a competitive wage, professional paid training, staff appreciation events, driver safety awards, and so much more. These are the cultural perks that make us so fantastic to work for!

Position Overview:

Lux Bus America is currently looking for a full-time Human Resources Manager to act as a critical link between employees and the Human Resources Director. The Human Resources Manager is responsible for supporting the daily operations of Lux’s Human Resources department, including administrative duties pertaining to onboarding, benefits, and employee engagement. The Human Resources Coordinator carries out responsibilities in some or all the following functional areas: Benefits, HRIS, training, compliance, reporting, employee engagement, and general human resources administration. If you are interested in working in a fast-paced environment that delivers a top-tier, unparalleled product, then this is the job for you.

ESSENTIAL DUTIES AND RESPONSIBILITIES:
Although additional duties and related tasks may be assigned, the essential duties and responsibilities of this position include the following:

Staffing & Recruiting

• Maintain the work structure by collaborating with the Company recruiter on job requirements and job descriptions for all positions, including highlighting sustainability values in job postings.
• Prioritize hiring from underserved communities (veterans, second-chance candidates, or historically excluded groups).
• Support the organization’s staffing needs by creating and revising screening and interviewing processes.
• Provide clear pathways for drivers and mechanics to advance into leadership roles through recognizing high potential individuals and submitting them for mentoring and training programs. Create and foster clear career pathways, ex.: driver dispatcher supervisor manager.
• Counsel hiring managers on the legalities of interviewing, candidate selection, and hiring.
• Conduct and analyze exit interviews, making actionable recommendations based on data.
• Work with department teams to determine current and future staffing needs.
• Actively oversee and ensure driver staffing needs are addressed.
• Screen applications and forward qualified candidates to appropriate supervisors.
• Maintain recruitment files in accordance with retention guidelines.
• Develop and update job descriptions.

Employee Relations

• Recommend employee relations practices to foster a positive employer–employee relationship.
• Launch wellness challenges tied to mental, physical, and social health.
• Promote a culture of psychological safety.
• Conduct investigations into complaints or concerns.
• Provide consulting support to leaders and cross-functional partners on organizational learning and development.
• Act as the Culture Champion for the Company, cultivating a culture of positivity, accountability, curiosity, and customer service focus.
• Strengthen relations between management and all other Team Members, particularly Drivers.
• Partner with local nonprofits for community service projects.
• Organize company-wide social impact days (e.g., food drives, environmental clean-ups).

Labor Law & Regulations

• Ensure legal compliance by monitoring and implementing applicable federal and state HR requirements.
• Conduct investigations and represent the organization at hearings when necessary.
• Develop and implement HR strategies and initiatives aligned with overall business strategy.
• Enforce management guidelines by preparing, updating, and recommending HR policies and procedures.
• Retain historical HR records through compliant filing and retrieval systems, and suggest updated processes when needed.

HRIS and Benefits Administration

• Ensure data integrity into HRIS system(s).
• Conduct audits, generate reports, and train HR Support staff.
• Process enrollments/terminations, ensure accurate deductions of benefits plans, and participate in Open Enrollment administration, including planning and delivery.
• Coordinate onboarding: assist when necessary with hiring data entry, prepare offer letters, establish personnel files, and conduct new hire orientation.

Training & Development

• Assess training needs of staff team members and monitor current training programs.
• Periodic review of current training programs, suggest additional technologically relative programs, including AI platforms.
• Design and/or utilize training programs based on practical methods and new learning technologies.
• Oversee new employee orientation and onboarding, regularly assess for time, accuracy, updates, and revisions.
• Plan, execute, and track training sessions for sensitive topics such as diversity and sexual harassment.
• Coordinate required state or federal training (non-FMCSA).
• Advise managers on compliance with policies and deadlines.
• Review performance management forms and ensure accuracy.
• Assist supervisors in creating action plans when necessary.

Employee Wellness & Safety

• Nurture a positive working environment with drivers as the central focus.
• Follow and enforce workplace safety procedures, managing risk with best practices.
• Schedule and conduct job evaluations, taking action to improve the employee experience.
• Bridge management and employee relations by addressing demands, grievances, and issues.
• Process worker’s compensation claims from initial contact to ongoing adjuster communications.

Administrative & File Management

• Ensure employee handbook accuracy.
• Advise employees on leave usage and resolve leave-related issues.
• Process unemployment claims, file for appeals, attend hearings.
• Create legal copies of Personnel, Safety, Payroll, etc. employee files.

ADDITIONAL JOB RESPONSIBILITIES

• Involve Director – Human Resources when appropriate.
• Maintain daily feedback with Director – Human Resources, and keep weekly 1:1’s with all HR staff as required.
• Maintain knowledge of applicable employment laws.
• Develop programs to enhance employee relations and support.
• Create methods to measure morale and satisfaction.
• Develop retention strategies.
• Perform other duties as assigned by the General Manager or Director – Human Resources.
• Provide back-up to Director – Human Resources and HR Support staff.

SCHEDULE:
Exempt: In light of the nature of the transportation industry, the Company does not maintain regular business hours. You are expected to work customary business hours but will vary as determined by the Company’s specific business needs. Schedules are subject to change and may require early mornings, evenings, weekends, holidays, or multiple-day shifts. Flexibility with the work schedule and the ability to work any shift assigned is required.



PAY RATE:
The salary wage range that Lux Bus America reasonably expects to pay for the position is $115,000-$125,000 a year.

For more information call 714-678-1866

EEO Statement
At Lux Bus America we value a diverse, inclusive workforce and provide equal employment opportunity for all applicants and employees. All qualified applicants for employment will be considered without regard to an individual’s race, color, sex, gender identity, gender expression, religion, age, national origin or ancestry, citizenship, physical or mental disability, medical condition, family care status, marital status, domestic partner status, sexual orientation, genetic information, military or veteran status, or any other basis protected by federal, state or local laws. Similarly, Lux Bus America will not tolerate discrimination or harassment based on any of these characteristics. We are committed to celebrating all dimensions of diversity in the workplace equally and ensuring that everyone feels a sense of inclusion and belonging. We also aim to extend this commitment to the partners we work with and the communities we serve. We are constantly listening, learning, and evolving to improve on these principles. We are proud of our collaborative culture. Our diverse employee population enables us to connect with our customers and turn their feedback into meaningful action. Our culture attracts top talent with shared values and forms the foundation for a great place to work!



Lux Bus America will consider qualified applicants with a criminal history pursuant to the California Fair Chance Act. You do not need to disclose your criminal history or participate in a background check until a conditional job offer is made to you. After making a conditional offer and running a background check, if Lux Bus America is concerned about a conviction that is directly related to the job, you will be given the chance to explain the circumstances surrounding the conviction, provide mitigating evidence, or challenge the accuracy of the background report. Find out more about the Fair Chance Act by visiting calcivilrights.ca.gov/fair-chance-act/.