Ensure all nondiscrimination programs are updated, approved by management, and coordinated through the appropriate channels for timely submission to the Federal Transportation Administration (FTA).
Facilitate conversations with intra-agency and cross-agency stakeholders to provide information, attain collaboration, collect statistics, and share program status.
Evaluate statistical data and trends relevant to Equal Opportunity compliance to determine whether the Agency’s practices, polices, procedures or pending decisions have or will likely result in disparate impactor disparate treatment and recommend alternative approaches to eradicate or minimize such occurrences.
Work closely with Capital Programs, Planning, Government and Communications Relations, Operations, Human Resources, Labor Relations and other applicable areas and stakeholders to ensure that Agency executives, managers, supervisors, and staff are well-informed regarding the existence of and their responsible roles within MTA’s Equal Employment Opportunity, Title VI/ Environmental Justice and Limited English Proficiency Programs.
Work in collaboration with the Agency Chief Equal Opportunity Officer in review of relevant policies, procedures, and practices to assure alignment with MTA’s commitment to equal opportunity (equity, access diversity and inclusion) and determine if disparities exist relative to compliance with EEO, Title VI,
Work closely with the Agency Chief Equal Opportunity Officer to review relevant policies, procedures, and practices to assure alignment with MTA’s commitment to equal opportunity (equity, access diversity and inclusion) and determine if disparities exist relative to compliance with EEO, Title VI, Environmental Justice and LEP regulations. Make appropriate recommendations to resolve identified issues.
Assist with the development, updating, and coordination for approval and implementation all aspects of the Agency EEO Program and the Agency Title VI, Environmental Justice and LEP Program.
Assist management in collecting and analyzing employment data, identifying problem areas, setting goals and timetables, and developing programs to achieve goals for the Agency EEO Program.
Ensure that a cross section of various social, economic, and ethnic interest groups is represented in the planning process. Attend planning meetings as well as public meetings to verify the level of participation of Title VI protected group members.
Participate in the review of the Agency’s Title VI Equity Analysis to determine whether decisions will result in adverse effects that are disproportionately borne by minority or low-income populations.
Review the Agency’s nondiscrimination plan with managers and supervisors to ensure that the policy is understood.
Examine process activities to recommend EEO concurrence for new hires, promotions, and transfers. Process activities include (but are not limited to): checking for proper posting; reviewing the job description to ascertain appropriate title and accurate reflection of the core essence of the position, education and experience consistency, salary grade alignment, placement in proper EEO category; applicant pool analysis; compensation analysis; and examination of the interview process.
Remain current on EEO, Title VI, Environmental Justice and Limited English Proficiency laws and regulations.
Monitor and track EEO and Title VI investigative reports, including final approval determinations and closure of complaints.
Ensure required EEO, Title VI, and LEP communications are disseminated internally and externally in accordance with program assurances.
Assist with the development and tracking of attendance in training for managers, supervisors, and staff required by the EEO, Title VI, Environmental Justice and LEP Programs.
Ensure that the Agency’s frontline supervisors/managers and employees receive EEO and Title VI training and are aware of MTA’s Language Assistance Plan.
Select, develop, and motivate personnel within the department. Provide career development for subordinates.
Provide prompt and effective coaching and counseling. Responsible for discipline/termination of employees when necessary.
Create a professional environment that respects individual differences and enables all employees to develop and contribute to their full potential.
Review performance of staff.
Strong knowledge of Federal, State, City and Local laws governing nondiscrimination of employees, applicants, and customers and mitigation of disproportionate impact/burden to communities.
Demonstrated experience in developing, implementing, or performing extensive work with EEO/Affirmative Action, Title VI, or similar Civil Rights Programs.
Demonstrated proficiency with developing, coordinating and analyzing data to produce Equal Opportunity related reports to meet Federal and State mandates.
Demonstrated ability to advise, counsel, and encourage senior level managers, executives, and stakeholders to make policy changes and decisions that support diversity and ensure equal employment opportunity.
Strong analytical thinking and problem-solving skills.
Ability to work independently, effectively, and comfortably in a team oriented, fast paced environment both within the agency and across agencies.
Advanced knowledge and comprehensive understanding of Human Resources issues and processes within a large organization with represented and non-represented employees.
Advanced facilitation, mediation, advocacy skills.
Excellent communication and interpersonal skills.
Excellent organization and presentation skills.
Demonstrated ability to work with all internal levels within a given organization, including the MTA Board.
Demonstrated ability to communicate and interact well with external agencies. External agencies may include the Governor’s Office for New York State, New York City government, elected and other public officials, as well as any staff located at other federal or state agencies or authorities.
Demonstrated ability to work in a high-profile, high-pressure environment effectively.
Demonstrated ability to communicate effectively with key internal and/or external stakeholders.
Must have strong managerial skills to effectively direct a staff of professional and technical employees to implement the short- and long-term goals and direction for the area of provide direction in the areas of responsibility.
Demonstrated ability to complete short- and long-term projects effectively and as efficiently as possible.
Demonstrated analytical capabilities and quantitative skills.
Demonstrated proficiency in Microsoft Office Suite or comparable applications, i.e., Word, Excel, PowerPoint, and Outlook.
BA/BS Degree in either HR, Public Administration, Planning, or a related major from an accredited college or university. An equivalent combination of education and experience may be considered in lieu of a degree.
A minimum of 10 years of experience with progressive responsibilities, diversified senior level experience designing, developing, directing, reviewing, and evaluating HR and/or civil rights programs. These programs should include Equal Employment Opportunity, Affirmative Action, Title VI and Diversity and Inclusion.
Candidates may substitute for the above-mentioned requirement of experience with a HR and/or civil rights program, the possession of a Juris Doctorate degree, or Master’s Degree in the fields of, human resources management, public administration, planning, or related field, plus five (5) years of experience in the area of employment and/or labor law, compliance, investigations of employment discrimination.