Sr HR Business Partner

The final salary will depend on the candidate's qualifications. Those with 8 years or more of required experience can expect offers up to the midpoint of the salary range. Metra provides full pay ranges so candidates can consider their growth potential.

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Qualified veterans who meet the minimum requirements will receive outreach during the recruitment process in accordance with Federal and State laws, including the Illinois Veterans Preference Act. Meeting the minimum qualifications does not guarantee an interview or job offer. The most qualified candidate will be selected.

Metra is one of the largest and most complex commuter rail systems in North America, serving Cook, DuPage, Will, Lake, Kane, and McHenry Counties. The agency is linking communities in Northeastern Illinois by providing safe, reliable, and efficient commuter service.

Metra's Human Resources Department's mission is to recruit and retain qualified employees in a diverse workforce; treat all employees fairly; facilitate training and professional development for career growth; effectively manage and administer compensation; negotiate and administer flexible benefit programs that provide quality and value; administer medical leaves and related services; promote wellness; provide confidential and efficient records administration; ensure that Metra's policies and procedures comply with all laws governing employment, benefits and other ancillary services; and foster an environment of trust and mutual respect with employees as well as internal and external partners.

Reporting to the Senior Manager, Business Support, the Senior Human Resources Business Partner serves as the main liaison between Metra's HR Department and assigned departments providing professional advice and consultation on employee relations, recruiting, staffing, strategic workforce planning, performance management, management and leadership development, and employee communications.

The primary duties include: Confer with client departments on business and organizational goals, research HR best practices, and recommend new approaches to improve processes and meet client department objectives. Cultivate strong relationships with business leaders to develop a deep knowledge of their operations; and provide guidance on HR programs to best meet their needs in the areas of workforce and succession planning, department restructuring, and compensation practices. Coach and mentor managers on employee relations, performance assessments and manage, and communications. Partner with business leaders on assessing internal and external talent and making key decisions on hiring, promotions, and movement. Analyze HR data, identify trends, and prepare predictive analysis to support business groups in their decision making. Work collaboratively with HR groups on the development of programs and tools to drive attainment of client business goals; monitor program implementation to determine effectiveness; and provide feedback to HR teams. Promote safe work practices and maintain and foster a safe work environment. Perform other related duties as assigned to meet the ongoing needs of the organization.

Metra is a railroad employer subject to the provisions of the Railroad Retirement Tax Act, not the Social Security Administration.

1. Bachelor's degree or in lieu of degree, a combination of education and experience may be substituted that equals four years in Human Resources.
2. In addition to #1, must have five years of human resources experience, with demonstrated expertise in at least three of the following areas: talent acquisition, compensation, training and development, benefits, and labor or employee relations.
3. Good knowledge of multiple human resource disciplines including compensation practices, employee and union relations, diversity, performance management, and federal and state employment laws.
4. Good knowledge of employee relations principles.
5. Good knowledge of general personnel policies and practices.
6. Strong organizational and analytical skills .
7. Strong verbal and written communication skills.
8. Good collaborative and persuasive skills to build consensus in support of decisions.
9. Demonstrated skills in coaching, performance management, and facilitating business competency.
10. Proficient using Microsoft 365 (Word, Excel, Outlook, PowerPoint) and computer applicant tracking systems.
11. Ability to understand both Metra's HR policies and the assigned departments' operations as they apply to employee populations.
12. Ability to identify and anticipate client needs and make recommendations for implementation.
13. Ability to manage multiple priorities and adapt to change.
14. Ability to use good judgment and discretion with highly confidential business and employee information.
15. Must be willing to travel within Metra's 6-county region.
16. Must be available to work flexible hours in the early morning, late afternoon, evenings, or weekends.

Preferred:

1. PHR or SHRM

Metra employees in an active review period under the current discipline policy or who have documented attendance or performance issues will not be considered and/or selected for this position.

Please note: Regardless of any state laws that legalize marijuana, Metra prohibits applicants and employees' use or possession of marijuana (or marijuana paraphernalia), or having detectable amounts of marijuana in their bodies, including synthetic and/or non-synthetic substances such as THC for any reason for preemployment screening purposes, while on duty, subject to duty, on Metra property, or in Metra work equipment and vehicles.

Metra is committed to ensuring that our career website and recruiting process are accessible to all individuals. For general assistance, please contact talentacquisition@metrarr.com. If you require reasonable accommodations to complete this application, participate in interviews, complete any pre-employment testing, or engage in any other aspect of the employee selection process, please direct your inquiries to the Reasonable Accommodations Committee at RAC@metrarr.com.

Metra is an Equal Opportunity/Affirmative Action Employer. It is our policy to fill vacant positions with qualified candidates without regard to race, color, sex, religion, national origin, age, gender identity, disability, or any protected categories, assuming an individual can perform the essential functions of the job with or without accommodation.