Director of HR Strategy and Analytics @ Metropolitan Transportation Authority

Description

Position at MTA Headquarters

POSTING NO.	12999
JOB TITLE:	Director of HR Strategy and Analytics
DEPT/DIV:	HR Operations and Analysis
WORK LOCATION:	2 Broadway
FULL/PART-TIME	FULL
SALARY RANGE:	$123,369 - $154,211
DEADLINE:	Until filled

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 of HR Strategy and Analytics is a strategic advisor responsible for transforming complex people data into actionable insights that directly inform enterprise-wide HR and business strategies. This role leads the integration of workforce analytics—including recruitment funnel performance, attrition trends, engagement drivers, and time-to-fill metrics—into executive decision-making processes.

The role is critical in identifying root causes behind workforce challenges (e.g., persistent hiring gaps in high-priority roles such as bus drivers despite ramp-up efforts), and in recommending targeted interventions. The individual must synthesize data across systems, connect people metrics to operational outcomes (e.g., service redesigns like the Queen Bus initiative), and proactively shape HR strategy to align with evolving business needs.

In addition, the role supports process optimization and administrative effectiveness initiatives, helping identify inefficiencies and opportunities for improvement across HR operations. The position involves assisting in the design and execution of HR analytics projects, interpreting HR data to uncover patterns and trends, democratizing the dashboards, and transforming those insights into practical recommendations that enhance organizational performance and talent outcomes.

Responsibilities:

Design, develop, and implement workforce analytics frameworks to improve talent strategies by leveraging metrics across the employee lifecycle, from recruitment to exit.
Collaborate with HR Data Science and HRIT teams to ensure HR systems are optimized for efficiency, reporting accuracy, and data accessibility.
Lead initiatives to foster a data-driven culture across the People Department by promoting the use of insights in decision-making and operational improvements.
Oversee and execute HR analytics projects, facilitating cross-functional team discussions, and ensuring measurable outcomes.
Enable executive leadership with actionable workforce insights by developing dashboards, reports, and storyboards to inform strategic decisions.
Coach and mentor (HRBPs) to build data literacy and cultivate a culture of curiosity, enabling the effective use of analytics in daily operations.
Proactively address challenges related to data quality, availability, and system integration, balancing technical expertise with business needs to ensure impactful HR analytics solutions.
Support the Assistant Deputy Chief of HR Operations, and Analytics in designing and implementing innovative talent strategies and new initiatives that align with organizational goals, while driving optimization across people, processes, and technology.
Observing the work performed by the contractor, reviewing invoices and approving them if the work meets contractual standards; Addressing performance issues with the contractor when possible; and escalating issues to other parties as needed.
Other duties as assigned.

Qualifications:

Knowledge/Skills/Abilities:

Proven ability to lead data-driven strategy development and influence executive decision-making
Expertise in root cause analysis, predictive modeling, and business case development
Experience aligning people data with operational and financial performance metrics
Ability to articulate complex analytical findings into clear, compelling executive insights tailored for C-suite audiences
Skilled in executive storytelling and board-level reporting
Strong understanding of public sector workforce dynamics and service delivery models
Experience leading large-scale business transformation and process improvement efforts in HR or related functions.
Strong knowledge of data reporting methodologies, analytical tools, and visualization (e.g., Power BI, Tableau, or similar tools).
Advanced expertise in Excel and PowerPoint.
Ability to navigate ambiguity, drive alignment across fragmented teams, and implement standardized processes.
Experience with regression analysis, correlation analysis, and predictive modeling
Knowledge of data governance, data quality assurance, and system integration best practices
Demonstrated ability to manage multiple projects, programs, and teams simultaneously with adherence to standards and deadlines.
Ability to identify, analyze, prioritize, and resolve complex problems.
Strong knowledge of project management principles and experience
Demonstrated oral and written communication skills.
Demonstrated Interpersonal and collaboration skills.
Ability to build consensus, influence, and present to senior, peer, and stakeholder leadership.

Required Education and Experience:

A bachelor’s degree in business, Human Resources, Data Analytics, or a related field. An equivalent combination of education and experience may be considered in lieu of a degree.
A minimum of 7 years’ experience driving strategic initiatives or executing large-scale organizational projects.
At least 7 years of management experience, including leading cross-functional teams and project management.

Preferred:

An advanced degree in a related field.

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”).

Employees driving company vehicles must complete defensive driver training once every three years for current MNR drivers, or within 180 days of hire or transfer for an employee entering an authorized driving position.

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.

Director of HR Strategy and Analytics

Metropolitan Transportation Authority

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