Metropolitan Transportation Authority Careers

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.

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 Senior Deputy Chief People Officer (CPO) will play a pivotal role in overseeing the strategic direction and operational excellence of four key Centers of Excellence (CoE) within the People Department: Compensation, Pensions, Talent Acquisition, and Organizational Design & Development. This role will be responsible for driving business improvement initiatives and leading transformation efforts to optimize the workforce and ensure alignment with business goals. The Senior Deputy CPO will collaborate closely with senior leadership, develop innovative people strategies, and champion the evolution of organizational capabilities to foster a high-performance culture.

Responsibilities:

• Oversee and lead the four Centers of Excellence (CoE) in Compensation, Pensions, Talent & Acquisition, and Organizational Design & Development. Drive the integration and continuous improvement of each CoE to ensure they align with the MTA’s overall business goals and objectives. Ensure that all CoEs are delivering best-in-class services and fostering collaboration across functions to improve the employee experience.
• Lead business improvement and transformation initiatives to enhance workforce capabilities, organizational performance, and operational efficiency.
• Partner with senior leadership to design and execute strategies that support organizational change and growth, ensuring alignment with overall business transformation objectives.
• Act as a trusted advisor to executives, providing insight and recommendations on all people-related matters, particularly as they relate to business transformation and improvement.
• Oversee the development and execution of the talent acquisition strategy to attract, retain, and develop top-tier talent that aligns with business needs.
• Monitor industry trends and ensure competitive talent sourcing strategies are employed, maintaining a robust talent pipeline.
• Lead compensation strategy to ensure it is competitive, performance-based, and aligned with the organization’s compensation philosophy.
• Champion the design and development of organizational structures that optimize efficiency, agility, and alignment with strategic goals.
• Implement leadership development programs and succession planning initiatives to build a strong, diverse leadership pipeline.
• Ensure that employee engagement initiatives are aligned with business needs and that the employee experience is consistently optimized.
• Leverage people analytics to make data-driven decisions that improve organizational effectiveness and operational efficiency.
• Continuously monitor metrics and KPIs to track the success of transformation initiatives and CoE performance initiatives and CoE performance.
• Recruit, develop and motivate field People team. Manage and evaluate the field People 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.

Required Qualifications:

Required Knowledge/Skills/Abilities:

• Expertise in leading and managing multiple Centers of Excellence (i.e. Compensation, Pensions, Talent & Acquisition, and Organizational Design & Development).
• Strong background in business transformation and change management, with a focus on continuous improvement and innovation.
• Exceptional strategic thinking and problem-solving skills, with the ability to influence senior leadership and drive results.
• Excellent understanding of compensation and benefits strategies, organizational design principles, and talent management practices.
• Advanced knowledge of HR technology systems and people analytics to inform decision-making and drive improvement.
• Strong communication, negotiation, and relationship-building skills.
• Ability to lead, motivate, and develop high-performing teams.
• Must have knowledge of employment laws, HR best practices and business trends.
• Excellent communication and interpersonal customer service, organizational and presentation skills.
• Demonstrated ability to work in a high-profile, high-pressure environment effectively.
• Must have strong managerial skills to effectively lead talent.
• Demonstrated ability to complete short- and long-term projects effectively and as efficiently as possible.
• Highly collaborative, with the ability to build strong relationships across all levels of the organization.
• Results-oriented, with a passion for delivering tangible outcomes.
• Resilient and adaptable in a fast-paced, evolving environment.
• Strategic and forward-thinking, with a focus on continuous growth and development.

Required Education and Experience:

• Bachelor’s degree in human resources, business administration, or a related field.

• Minimum 14 years of related experience, including 10+ years in a senior Administrative or HR Leadership role.

The is preferred:

• Advanced degree in a related field.
• Experience working in a union environment.
• S/PHR or SHRM-S/ CP certification.

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.