Manager, Human Resources Business Partner I

This role will serve as MTA Agency's Manager, HR Business Partner (HRBP), responsible for implementing the MTA People's (HR) integrated solutions, programs, and strategies; as well as supporting and implementing a full range of HR activities across multiple functions for NYCT & MTA Bus Company. The incumbent will have oversight responsibility for the day-to-day Human Resources activities of assigned departments and is charged with developing strategic relationships with designated departments, providing them with an effective and efficient customer service-oriented team that will handle all their HR-related needs.

Responsibilities:

HR Business Partner Support & Strategic HR Initiatives:
Support and implement MTA People Department's (HR) integrated solutions, programs, and strategies, delivering a full range of HR services across multiple functions for the agency.
Partner with the HRBP Leadership team and departmental leadership to support organizational reviews, workforce planning and forecasting, recruitment strategies, succession planning, and resolution of compensation issues
Support the day-to-day HR activities of assigned departments by developing strong strategic relationships and providing efficient, customer-service-oriented HR support to meet departmental needs
Serve as a departmental resource on NYCT and MTA Bus Company policies and procedures, ensuring consistent interpretation, application, and implementation across the business area.
Recruitment, HR Data & Administrative Operations:
Manage recruitment and hiring activities, including recruiting efforts, posting jobs, testing, candidate outreach, interviewing, selecting, coordinating physicals/health screening (if applicable), creating new positions, and updating job descriptions.
Responsible for providing HRIS position data to support effective position management.
Ensures the accuracy of PeopleSoft records, Personnel Action Requests (PARs), Position Update Request (PUR) workflows, job codes and action reason codes
Manage Staff with the implementation of the hourly and supervisory hiring plan
Conduct research and prepare statistical analysis to support HR policy development and program initiatives
Review HRIS data for accuracy, generate ad hoc reports and queries, and ensure data integrity.
Employee Relations, Engagement & Workplace Support:
Manage, select, coach, develop, and motivate HR Business Partner staff. Manage and prioritize workload for staff. Provide career development for subordinates. Offer prompt and effective coaching and counseling. Review the performance of staff.
Assist with employee relations issues and support employee engagement initiatives by working closely with management and employees to improve work relationships, increase job satisfaction, build morale, increase productivity, and increase retention/decrease turnover.
Assist with employee relations matters, including investigations, performance improvement plans, disciplinary actions, and terminations when necessary
Provide benefit information as appropriate. Keep abreast of any changes to policy and ensure accurate communication.
Organizational Effectiveness and HR Projects:
Coordinate HR projects and initiatives across assigned departments, including implementation, tracking, stakeholder communication, and follow-up.
Assist with monitoring effectiveness of programs and supporting planning functions for all programmatic changes.
Support the development and implementation of HR programs, processes, and tools that support business and operational objectives

Required Knowledge/Skills/Abilities:

Demonstrated supervisory and/or leadership abilities.
Must have ability to handle confidential matters and information, strong judgement acumen.
Must have practical working knowledge of at least two of the following human resource disciplines: recruitment, compensation, performance management, employee relations, HRIS, or benefits.
Must have experience administering human resources programs with the ability to effectively manage multiple responsibilities simultaneously within limited, specific time frames.
Must possess proven, effective leadership, management, problem-solving, planning, organizing, decision-making skills, with creativity abilities, to identify and resolve related issues and find solutions as well as establishing preventative measures for future occurrence.
Strong working knowledge of corporate organizational structures and their functions with a broad perspective of resources, staffing needs, and employee development.
Working knowledge of labor agreements and related human resources laws.
Knowledge of relevant state and federal laws and regulations affecting related HR activities.
Effective communication (oral and written), human relations, presentation, conflict/management, coordination, and negotiating skills.
Experience developing, implementing, and administering policies and procedures.
Proven ability to build effective partnership relationships with department heads and managers.
Proven ability to take initiative and be proactive, with ability to identify and anticipate department needs and recommend solutions.
Proven ability to interact with managers and employees at all levels in the organization, and to work as part of a team.
Advanced working knowledge of Microsoft Office applications (i.e., Excel, Word, Visio, PowerPoint, or Power BI); TEAMS, Zoom, or similar virtual platforms; and HR Systems - PeopleSoft, Oracle, or similar HRIS software applications.
Have the ability to generate spreadsheets and analyze data.

Required Education and Experience:

Bachelor’s Degree in Arts/Sciences (BA/BS) in Human Resources, Business Administration, Organizational Development or related field or equivalent experience.
Minimum 6 years of recent, related, progressively responsible human resources experience.
The Following is/are preferred:

Master’s degree in Arts/Sciences (MA/MS) in Human Resources or related field.
Professional in Human Resources (PHR)
Senior Professional in Human Resources (SPHR)