Job Information
MTA Senior Director Human Resources Business Partner in Brooklyn, New York
Senior Director Human Resources Business Partner
Job ID: 6892
Business Unit: MTA Headquarters
Location: Brooklyn, NY, United States
Regular/Temporary: Regular
Department: Compensation Administration
Date Posted: Sep 24, 2024
Description
JOB TITLE: Senior Director HR Business Partner
SALARY RANGE: 145,000 - $161,000
HAY POINTS: 954
DEPT/DIV: Human Resources
SUPERVISOR: Deputy Chief People Officer
LOCATION: 300 Cadman Plaza West, 25 Jamaica Ave
HOURS OF WORK: 9:00 am - 5:30 pm (7 1/2 hours/day)
This position is eligible for telework which is currently one day per week. New hires are eligible to apply 30 days after their effective date of hire.
SUMMARY : The Senior Director, HR Business Partner (HRBP) role will provide oversight to a team responsible for the implementation of HR activities and strategies across multiple functions to support service delivery for NYCT and MTA Bus. The Senior Director, HRBP drives the HR agenda to align HR business processes by partnering with People (HR) Towers and Agency senior leadership to effectively and efficiently deliver HR programs and initiatives. The Senior Director will oversee the implementation of HR policies, services and initiatives, and address stakeholder needs through the development of integrated solutions and programs that support business strategies and goals. The successful candidate will work collaboratively with NYCT and MTA Bus to ensure compliance with agency policies and governmental laws and regulations. They will also partner with Labor Relations, Legal, Diversity and Finance to ensure NYCT and MTA Bus programs are effectively executed to support MTA’s vision, mission and strategic objectives.
RESPONSIBILITIES :
Provide oversight to the planning, review and execution of HR strategies for NYCT and MTA Bus. Align People strategies with Agency business strategies partnering with Agency and HR Towers to provide guidance on all HR-related issues and needs, including workforce planning, leave management, compensation, employee relations, performance management, talent development, change initiatives, organizational design, succession planning, civil service administration and regulatory compliance.
Accountable for overseeing the NYCT and MTA Bus HR team to ensure enterprise HR strategies are translated accurately and effectively to the Agency. Liaise with the Agency senior leadership to identify capability gaps in current workforce and set strategy to help address Agency business needs. Partner with Talent Acquisition to develop recruitment strategy and ensure that the Agency has the optimum organizational structure and the right people in the right positions for the business units to achieve their goals. Facilitate succession planning, ensuring necessary action is taken to develop successors. Support embedding of business strategies in NYCT and MTA Bus departments at various levels.
Serve as a strategic business partner with expertise and understanding of Agency organizational culture, fostering systems thinking, customer focus, and continuous learning, with the ability to identify and communicate organizational needs. Act as an advisor to senior management and collaborate to provide strategic input on business growth. Implement change strategies.
Provide guidance and counsel to management on MTA’s policies and procedures to ensure consistency and compliance. Work closely with senior management and employees to improve work relationships, build employee engagement and retention. Effectively resolve complex performance management, employee relations matters and complaints. Conduct investigations and respond to audit requests.
Recruit, develop and motivate NYCT and MTA Bus HR team. Direct and evaluate the Agency HRBP team’s performance while providing career development opportunities and effective coaching and counseling. Foster a professional environment that respects individual differences and enables all employees to develop and contribute to their full potential.
Other duties as assigned.
KNOWLEDGE, SKILLS, AND ABILITIES:
Senior management and management’s inability to see the value of the HRBP function.
The ability to be innovative and provide creative solutions in a highly regulated and unionized environment.
The ability to be effective in an environment that is constantly changing with competing priorities.
The ability to exercise influence, gain credibility and respect from senior management and management to drive the HR agenda.
The ability to exercise influence, gain credibility and respect from executive and senior management to drive the HR agenda.
The ability to respond and adapt to the requests/requirements from external stakeholders because of rules/regulations/laws (i.e. Civil Service, Collective Bargaining Agreement).
The ability to support the transformation of the business operating approach from reactionary to strategic.
Indicate the limits and controls on this job's authority regarding dollar expenditures, personnel decisions, changing policies or methods, etc. Indicate what types of challenges typically are referred to the immediate supervisor or designee for resolution or approval.
Has high level of authority for the decision making, staffing, and budget for its functional area of responsibility, subject to approval regarding the most significant Business and Policy issues by the Chief / Senior Management
Makes recommendations for policy and procedural changes with final approval from the Chief.
Overall strategy and approach are made in consultation with the Chief, Deputy Chief(s), and/or Senior Management
Supports implementation of policy and procedure for the relevant functions within MTANew York City Transit and MTA Bus.
Works with staff in the operating agencies to ensure appropriate dissemination of information and access to necessary resources for consistent and equitable application of programs. Through collaboration with agency staff and management of multiple analytical processes, this role will provide information to Senior Management to support planning functions and decision making.
Develops, interprets, implements, and administers related policies, procedures, and programs. Assesses and evaluates management employees. Is involved with job evaluation recommendations, organization structure design, and re-organization approvals. Hires, disciplines, and terminates staff when necessary. Conducts performance evaluations of employees and provides appropriate feedback. Establishes goals for staff and coaches as appropriate.
EDUCATION AND EXPERIENCE :
REQUIRED:
Bachelor’s degree in human resources business, Urban Planning, Public Policy, Industrial or Labor Relations or a related field or an equivalent combination of education and experience from an accredited college may be considered in lieu of a degree.
Minimum 12 years related experience, including at least 6 years in a management and/or project manager role in a large, multi-faceted organization.
PREFERRED:
Advanced degree in a related field
Experience working in a union environment.
S/ PHR or SHRM-S/ CP certification
OTHER INFORMATION:
Pursuant to the New York State Public Officers Law & the MTA Code of Ethics, all employees who hold a policymaking position must file an Annual Statement of Financial Disclosure (FDS) with the NYS Commission on Ethics and Lobbying in Government (the “Commission”).
Equal Employment Opportunity
MTA and its subsidiary and affiliated agencies are Equal Opportunity Employers, including with respect to veteran status and individuals with disabilities.
The MTA encourages qualified applicants from diverse backgrounds, experiences, and abilities, including military service members, to apply.