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Director HR Strategy & Analytics

Job ID: 12999

Business Unit: MTA Headquarters

Regular/Temporary: Regular

Department:

Date Posted: Sep 11, 2025

Description

POSTING NO.

12999

JOB TITLE:

Director of HR Strategy and Analytics

DEPT/DIV:

HR Operations and Analysis

WORK LOCATION:

2 Broadway

FULL/PART-TIME

FUL L

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 HR Analytics bridges the gap between HR, data analytics, and business strategy, ensuring that the People team leverages workforce insights to drive better talent decisions. This position enhances recruitment, retention, and engagement outcomes by integrating data-driven decision making into HR processes, equipping senior leaders with actionable insights, and optimizing HR systems for scalability and efficiency.

The Director of HR Strategy and Analytics plays a pivotal role in leveraging HR data into actionable insights to drive strategic decision-making, optimize talent management, and improve overall organizational effectiveness. This role involves overseeing the design and implementation of HR analytics projects and initiatives, analyzing and interpreting HR data to identify trends, patterns, and areas for improvement, ultimately supporting data-driven decision-making across the HR function .

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:

+ Experience leading large-scale business transformation and process improvement efforts in HR or related functions.

+ Expertise in continuous improvement methodologies such as Lean Six Sigma, Agile, and knowledge of HR best practices.

+ 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.

+ Skilled in process mapping, value stream analysis, and change management frameworks.

+ 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 organizational change management principles and practices.

+ Strong knowledge of project management principles and experience

+ Demonstrated oral and written communication skills.

+ Demonstrated Interpersonal and collaboration skills.

+ Ability to manage superior, peer, direct report, stakeholder, and customer relationships.

+ 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.

P referred:

+ 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.