loading
reading
writing
saving
searching
Human Resources Manager (Flagstaff, AZ)
Mountain Line
compensation:
$75,500.00 - $95,140.00 based on years of experience.
employment type:
full-time
experience level:
mid level
job title:
Human Resources Manager
QR Code Link to This Post
Job Purpose of a HR Manager
The HR Manager is responsible for overseeing all human resources functions for a public transit organization, supporting a diverse workforce including bus operators, maintenance personnel, and administrative staff. This role ensures compliance with federal/state regulations, promotes a positive safety-focused culture, and aligns HR practices with Mountain Line’s mission to provide safe, reliable, and sustainable transportation.
The HR Manager serves as a strategic partner to leadership while managing day-to-day HR operations in a dynamic, safety-critical environment.
This HR Manager role is more complex than a typical corporate HR role because it must:
Balance regulatory compliance with labor realities and public service demands.
Support a frontline, safety-critical workforce.
Ensure staffing stability to keep buses running and the community served.
Safety Statement
This is not a safety-sensitive position and is not subject to pre-employment drug and alcohol testing as required by the Federal Transit Administration. The incumbent is required to fully comply with all safety rules and regulations established by Mountain Line.
Essential Functions and Responsibilities
HR Operations & Compliance
Develop and administer HR policies, procedures, and programs in compliance with federal, state (Arizona), and local regulations.
Ensure compliance with DOT/FTA, FLSA, ADA, EEOC, and public sector employment laws (includes acting as Civil Rights officer responsible for oversight of EEO, Title IV, and ADA programs as required by the Federal Transit Administration).
Maintain employee records, HRIS systems, and reporting accuracy.
Manage audits, investigations, and risk mitigation efforts.
Recruitment & Workforce Planning
Oversee recruitment and hiring of all program employees.
Develop talent pipelines and creative solutions to staffing challenges in a tight labor market (critical in transit).
Partner with the Operations department to forecast staffing needs and reduce service disruptions.
Oversee onboarding and orientation, including safety and compliance training.
Function in a fast-paced environment where staffing directly impacts public service delivery.
Employee & Labor Relations
Manage employee relations matters, including investigations, discipline, and grievance handling.
Support or lead employee relationships with leadership and within teams.
Coach supervisors on performance management and employee engagement.
Foster a respectful, inclusive, and accountable workplace culture.
Frequent interaction with field employees (drivers, mechanics).
Performance & Development
Administer performance management programs across operations and administrative teams.
Support leadership development for supervisors (especially front-line transit supervisors).
Identify training needs related to safety, customer service, and compliance in collaboration with the Safety team for implementation of training and schedule for recurring or refresher training needs.
Compensation & Benefits
Manage compensation and classification programs aligned with public sector guidelines and budget constraints.
Administer employee compensation, benefits, leave programs, and wellness initiatives.
Ensure equitable pay practices and market competitiveness.
Safety & Risk Management
Partner with Safety team to reinforce a safety-first culture.
Support workers’ compensation claims, return-to-work programs, and incident follow-up.
Ensure HR alignment with safety-sensitive job requirements (e.g., drug/alcohol testing for CDL roles).
Organizational Support & Culture
Promote employee engagement across a shift-based, operational workforce.
Support workforce strategies that ensure reliable transit operations.
Lead or support culture initiatives focused on service excellence and community impact.
Serve as a trusted advisor to leadership on people and organizational issues.
Attendance
Attendance should be regular and predictable. Availability to work irregular hours to include evenings, weekends, and holidays as needed due to organizational operating hours 7 days a week from 5a to 11p.
General employment policies regarding vacation, sick, and unpaid leave apply. Occasional need to report to work on day off and work overtime.
Confidentiality
This position will have access to privileged, sensitive, and confidential information, including but not limited to payroll, medical records, performance management, and legal correspondence. The incumbent is expected to exercise the highest level of discretion, maintain strict confidentiality, and knowledgeable of the legal and compliance frameworks regarding data privacy.
Knowledge, Skills, and Abilities
Knowledge
Strong understanding of employment law and HR compliance.
Familiarity with safety-sensitive workforce regulations (DOT preferred).
Operational impact of HR decisions on service delivery.
Skills & Abilities
Strong HR process management and compliance discipline.
Ability to handle high-volume, shift-based workforce needs. This requires recognition of shift variability for HR team.
Skilled in conflict resolution and difficult conversations.
Build trust across frontline employees and leadership.
Demonstrate professionalism and discretion in handling sensitive employee information.
Coach supervisors and supports management decision-making.
Drive accountability and consistency across departments.
Balance employee needs with operational realities (e.g., staffing shortages, service delivery).
Make sound, ethical decisions in complex situations.
What Makes This Role Unique in Transit
Workforce is safety-sensitive and highly regulated
Operations are service-driven, operating 7 days a week from 4:00a to after midnight
Heavy emphasis on reliability, attendance, and safety compliance.
Working Conditions, Exposure to Risks, and Physical Dangers
Because of the potential exposure associated with the work, incumbents in this job are required to follow all Mountain Line safety procedures, manuals, and guidelines. Additionally, incumbents are required to properly don safety-related clothing, protective hard hats, gloves, footwear, tools and equipment, and other safety-related gear.
Education Requirements:
Bachelor’s degree in human resources, Business Administration, or related field.
Similar Work Experience:
5+ years of progressive HR experience, including employee relations and HR operations with 3 in a supervisory role.
Experience in public sector or transportation environments preferred.
Licenses, Training, and/or Certifications Required:
N/A
Substitution:
Any combination of education, experience, and training that provides the required knowledge, abilities, and skill to perform the duties of the position.
This job description does not state or imply that the above are the only duties and responsibilities assigned to this position. Employees holding this position may be required to perform any other job-related duties as requested by management.
Mountain Line is an equal employment opportunity employer.
- Principals only. Recruiters, please don't contact this job poster.