Director HRBP

This position is eligible for teleworking, which is currently one day per week. New hires are eligible to apply 30 days after their effective hire date.

Opening:

The Metropolitan Transportation Authority is North America's largest transportation network, serving a population of 15.3 million people across a 5,000-square-mile travel area surrounding New York City, Long Island, southeastern New York State, and Connecticut. The MTA network comprises the nation’s largest bus fleet and more subway and commuter rail cars than all other U.S. transit systems combined. MTA strives to provide a safe and reliable commute, excellent customer service, and rewarding opportunities.

Position Objective:

The Director, HRBP – Workforce Relations role will support and implement a full range of HR activities across multiple functions for MTA Headquarters. This position is responsible for investigating, analyzing, and recommending solutions regarding employee disputes and complaints with respect to manager/employee situations, employee engagement, performance issues, respectful workplace, and the enforcement of other policies, procedures, and collective bargaining agreements, as well as addressing probationary evaluations, assisting in audits and IG investigations, and carrying out terminations.

Creates and implements workforce relations framework, infrastructure, and strategies to achieve the development and implementation of appropriate HR solutions that align with business operations and strategy.  Encourages and supports positive communication between employees and managers and provides strategic support to sustain a positive workplace for all MTA employees.

Responsibilities:

• Selects, develops, and motivates personnel within the department. Provides career development for subordinates. Provides prompt and effective coaching and counseling. Responsible for discipline/termination of employees as necessary. Reviews the performance of staff. Creates a professional environment that respects individual differences and enables all employees to develop and contribute to their full potential.
• Provides workforce relations services to MTA Headquarters employees, including but not limited to investigating, analyzing, and recommending the resolution of employee disputes and complaints for both represented and non-represented employees, consulting with management, Legal, and Labor Relations (where appropriate) to resolve disciplinary and performance issues, as well as enforcing MTA’s policies, including the Respectful Workplace Policy.
• Removes employees from service and makes referrals to Employee Assistance Program (EAP) or other services as appropriate; coordinates with the necessary parties to ensure continuation of benefits (where appropriate).
• Assists managers with disciplinary matters, including warnings, suspensions, performance improvement plans, and terminations.
• Responsible for understanding the vision, short-term, and long-term goals of MTA HQ and collaborating with appropriate personnel to develop and implement HR solutions that align with business operations and strategy. 
• Evaluates the needs of the organization and develops/prioritizes HR / Workforce Relations assistance for maximum support.
• Coaches and consults with management and employees to ensure the positive resolution of workforce relations matters.
• Analyzes trends and metrics in partnership with other HR groups and client departments to develop solutions, programs, and policies that support the business units.
• Proactively conducts research on industry-leading workforce relations trends through benchmarking, external partnerships, and industry affiliations; leverages best practices and ensures consistency in the application of HR Policies.
• Represents MTA HQ as the Workforce Relations professional at meetings and inter-agency forums.
• Responds to Audit, IG, and Department of Diversity investigations and general inquiries, and provides Employment Counsel with responses related to active and threatened litigation.
• Testifies and represents MTA Headquarters in litigation and/or unemployment insurance matters and claims.
• Other HRBP duties as assigned.

Competencies:

• Demonstrated knowledge of state and federal employment laws, including but not limited to: FMLA, ADA, FLSA, Title VII, etc.
• Ability to investigate and respond to internal complaints, represent and defend the Company’s position and interests. Partnering with internal and external legal support as appropriate.
• Ability to provide advice and resolve workforce relations issues, including manager/employee situations, employee engagement, policies and procedures, terminations, etc.
• Demonstrates success working in a shared service model, built on a foundation of communication and partnership
• Demonstrates strong planning, organizational, analytical, and communication (verbal, written, presentation) skills 
• Has working knowledge of automated Human Resources systems (preferably PeopleSoft) and MS Office Software (Excel, Word, ACCESS, and PowerPoint)
• Demonstrated the ability to change priorities while meeting deadlines.
• Demonstrated strong interpersonal skills with the ability to interact with all levels of the company and with outside sources.
• Proven critical thinking, problem-solving, and customer service skills. Must possess effective workforce relations, coaching, conflict management, and counseling skills.
• Ability to facilitate proactive training and mentoring activities.
• Ability to develop leadership reports showing trends and highlighting opportunities for improvements in employee relations.
• Ability to collaborate with and escalate cases as needed with Employment Counsel and/or Labor Relations and/or DDCR.
• Demonstrates working knowledge of multiple human resources disciplines, including compensation practices, organizational change, diversity initiatives, performance management, and federal and state employment laws.
• Maintains in-depth knowledge of legal requirements, reducing legal risks and ensuring regulatory compliance.

Required Education and Experience:

• Bachelor’s degree in business, Human Resources Management, and/or a related field, or an equivalent combination of education and experience, may be considered in lieu of a degree.
• Minimum 10 years’ related experience, including at least 5 years in a management and/or project manager role in a large, multi-faceted organization

The Following is/are preferred:

• Master’s degree in business or human resources, or a JD.
• Professional in Human Resources (PHR) or Senior Professional in Human Resources (SPHR) certification.
• Experience working with a unionized workforce.
• Familiarity with the MTA’s policies and procedures.

Other Information

May need to work outside of normal work hours (i.e., evenings and weekends)

Travel may be required to other MTA locations or other external sites.

According 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 those concerning veteran status and individuals with disabilities.

The MTA encourages qualified applicants from diverse backgrounds, experiences, and abilities, including military service members, to apply.