Human Resources Director

The Des Moines Area Regional Transit Authority (DART) is the largest public transit agency in Iowa. DART provides transportation anyone can access through services that include 25+ bus routes, paratransit, on demand and on call. Resources support those who vanpool, walk or bike to move through the region in an efficient and affordable way.

The Human Resources Director oversees all HR functions, including talent attraction and retention, compensation and benefits, performance management, compliance and risk management, employee and labor relations as well as training and development. The HR Director is responsible for developing a high-performing HR team within a unionized environment while also directly overseeing key areas outlined below. It is anticipated the HR Director will spend approximately 30-40% of time dedicated to leadership and coaching, with 60-70% focused on direct execution of work. This role requires balancing big-picture thinking with disciplined attention to detail and a results-oriented approach to execution.

POSITION RESPONSIBILITIES INCLUDE, BUT ARE NOT LIMITED TO:

Executive & Leadership Support

• Advise executive leadership and department heads on complex people-related matters

• Provide leadership coaching and guidance to promote consistent practices

• Oversee performance management and leadership development initiatives

• Review and develop recommendations on compensation structures, classification plans, and pay practices to ensure competitive employee pay and accurate position classification

Strategic & Organization Leadership

• Collaborate with executive leadership to develop and implement an HR strategy aligned with organizational goals

• Provide workforce insights and recommendations to executive leadership regarding staffing levels, talent risks, succession planning, and workforce costs affecting operational performance

• Analyze workforce data and trends to inform decision-making

• Support change management and culture initiatives

• Ensure effective, fair, and consistent performance review processes are in place

HR Team Leadership

• Lead, mentor, and develop a cross-functional HR team responsible for talent attraction and retention, compensation and benefits, employee relations and performance, learning and development and HR operations.

• Ensure appropriate delegation of operational responsibilities

• Set priorities, performance expectations, and accountability measures

• Ensure cross-training, documentation, and continuous improvement within the HR team

• Responsible for HR budget and expenses

• Identify, manage, and monitor HR performance metrics

Governance, Policy, & Compliance Oversight

• Oversee development, maintenance, and adherence to HR policies, ensuring policies are translated into clear procedures and decision guides to support consistent application

• Ensure compliance with employment laws and public-sector regulations, including DART’s Equal Employment Opportunity plan and Drug and Alcohol program

• Directs the preparation, maintenance, and distribution of records, reports, statistics and other materials required to report to local, state, and federal agencies (EEO, Affirmative Action, Drug and Alcohol, Triennial Review, etc.)

• Monitor audit readiness and risk mitigation efforts

• Prepare HR reports and presentations for executive leaders and the DART Commission

• Oversee the administration and maintenance of HR databases and recordkeeping systems, ensuring compliance with data protection laws

Labor and Employee Relations Oversight

• Provide strategic oversight of labor relations activities

• Partner in collective bargaining preparation, advise on final decisions, and direct implementation of HR-related outcomes

• Serve as escalation point for precedent-setting or high-risk labor matters, engaging DART’s legal counsel when necessary

HR Operational Execution

• Lead or oversee complex employee relations matters, workplace investigations, and disciplinary actions

• Design and oversee implementation of HR programs related to recruitment, retention, leadership development, and organizational effectiveness

• Monitor and improve HR processes, systems, and recordkeeping practices to ensure compliance and operational effectiveness

• Partner with department leaders to address workforce challenges including staffing, performance management, and succession planning

QUALIFICATIONS

Education/Experience:

• Bachelor’s degree in HR, Public Administration, Business Administration, or related field

• 8+ years of progressive HR experience with at least 3 years of management experience

• Experience in unionized or public-sector environments preferred

Knowledge, Skills, and Abilities:

• Demonstrated success in strategic HR leadership and workforce planning

• Experience with multiple HR specialties (payroll, benefits administration, compensation, employee relations, compliance, recruiting, etc.)

• SHRM-SCP, SHRM-CP, SPHR, or equivalent certification preferred

• Skilled in facilitating diverse groups and resolving conflicts, while responding sensitively to cultural, racial, economic, and ethnic diversity

• Ability to work effectively under stressful situations and handle constant changing priorities with flexibility, commitment, and diplomacy

• Ability to lead organizational change initiatives and support leaders through workforce and/or structural transitions

• Ability to interpret workforce data and HR metrics to inform decision making

• Effectively organizes and analyzes varied and complex data to present facts and recommendations

• Proven skill in being a trusted partner and advocate for both the organization and employees

• Ability to thrive in a dynamic environment, skillfully prioritizing ad-hoc requests with professionalism and efficiency while maintaining exceptional customer service

Des Moines Area Regional Transit Authority (DART) is an equal opportunity employer. In compliance with federal and state equal employment opportunity laws, qualified applicants are considered for all positions without regard to race, color, religion, sex, national origin, age, marital status, veteran status, non-job-related disability, or any other protected group status.