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Senior Director Organizational Strategy and Succession

Job ID: 2314
Business Unit: MTA Headquarters
Location: New York, NY, United States
Regular/Temporary: Regular
Department: Office of Org Design & Devel
Date Posted: Sep 20, 2023


JOB TITLE:                     Senior Director, Organizational Strategy and Succession     
SALARY RANGE:          $145,000 - $150,000

HAP POINTS:       954

DEPT/DIV:                     Office of Organizational Design & Development

SUPERVISOR:        Deputy Chief of Organizational Design and Development             

LOCATION:                     2 Broadway New York, NY 10004       

HOURS OF WORK9:00 am - 5:30 pm (7 1/2 hours/day)

DEADLINE:Open until filled




The Senior Director of Organizational Strategy and Succession ensures that strategic mechanisms are set in place to drive organizational performance, productivity, and operational results. The senior director will drive continuous improvement to support the organization’s strategic framework. In addition, the senior director will supervise two directors and a senior manager for the agency’s high level initiaitves and programs. The senior director will lead the Office of University Recruiting and Experiential Partnerships team and the Orientation and Recognition team which includes, fourteen (14) full time staff and two (2) CUNY fellow interns (unpaid). Pivitol initiatives include:

  • The Internship Programs team will be dedicated to spearheading;
    • From Scholar to Professional
    • Internship Program: CUNY, CTE, SFF, SYEP and ADA
    • Launch the fellows' programs: Law, Finance and IT


  • The Apprenticeship Program is the MTA's longest standing program, as such, the senior manager will dedicate oversight, support and re-imagining initiatives to keep the Apprenticeship Program thriving.


  • Under Talent and Succession, the focus will be to develop, track and provide agency outcomes based upon the success of its Trainee programs;
    • New Executive Leadership Development Program
    • New Leader Assimilation Program
    • MTA’s Leaders Edge Program


  • The all-agency new hire orientation experience and recognition events.



  • Partner with key MTA business stakeholders to expand talent sources and strategies. Design implementation plans for organizational workforce requirements.
  • Employ leading business and organizational processes, operations, and outputs to best serve MTA employees. With such experience, layout structures, business models, and designs that will enhance overall agency productivity.
  • Design and carry out performance analysis methods and techniques to identify goals, gaps, opportunities, forecasting and reporting results for all MTA agency performance gap assessment, a root-cause analysis.
  • Build and manage internal and external partnerships expand emerging learning technologies and talent systems for staff. 
  • Create and socialize baseline principles, policies, and practices associated with talent programs and initiatives designed for organizational well-being, agency job environment, goal setting, strategy, data analytics and future readiness, etc.
  • Design and implement talent pipeline architecture, theories, models and principles of human performance improvement that result in internships, apprenticeships and fellowships programs. 
  • Knowledge of work roles forecasts and futures, relationships and reporting structures to provide post-initiative recommendations for succession and organizational strategy
  • Lead information-gathering discussions and focus groups to gather insights from various internal and external resources, conduct analyses, facilitate meetings with business partners at various levels of the leadership pipeline, create presentations and communicate findings to senior management.
  • Conduct a series of performance analysis to identify goals, gaps, or opportunities.
  • Through analysis results, a documented plan such as a business process analysis, a performance gap assessment, or a root-cause analysis to be materialized.
  • Knowledge of executing performance organizational performance systems and tools, such as instructional resources, data, process models, job aids, and expert advice.
  • Strong knowledge of analyzing and interpreting data results to identify patterns, trends, and relationships. Based on data results, design and implement an organizational change strategy, one that includes elements such as appreciative inquiry. The Director should know and be able to carry out change management theories and models that will benefit the MTA staff.
  • Demonstrated vision and excellent leadership skills to plan and implement strategy at higher levels of the MTA all agencies.
  • Able to exhibit strong executive presence with the ability to influence senior leaders and create collaborative partnerships across the MTA.
  • 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. Review performance of staff. Create a professional environment that respects individual differences and enables all employees to develop and contribute to their full potential.
  • Other duties as assigned.


  • Significant breadth of knowledge of commonly used organizational development concepts, practices, and procedures.


  • Experience with implementing eLearning initiatives, including experience in working with instructional designers.


  • Excellent communication and interpersonal skills.


  • Skilled in data analysis, needs assessments, problem solving, negotiation, facilitation, and coaching.


  • Excellent organizational and presentation skills.


  • Demonstrated ability to think strategically and to effectively work in a high profile, high-pressured environment.



  • Must have strong managerial skills to effectively direct staff on implementing short- and long-term goals.


  • Demonstrated analytical capabilities and quantitative skills.


  • Strong ability to work with all internal levels within a given organization, including with the MTA Board Members.


  • Demonstrated ability to communicate and interact well with key internal and external stakeholders.


  • Strong proficiency in Microsoft Office Suite or comparable applications, i.e., Word, Excel, PowerPoint, and Outlook





  • BS/MS in psychology, business, organizational behavior, Industrial/Organizational Psychology or related field, or an equivalent combination of education from an accredited college and experience may be considered in lieu of a degree.


  • Minimum 10 years related experience, including at least 5 years in human resources head and/or managerial and/or project manager role in a large, multi-faceted, fast-paced organization or governmental body preferred.


  • Minimum of 5 years in a supervisory role managing teams/individual contributors.



  • Previous experience as a HR business partner or in a HR Center of Excellence a plus. Master’s Degree in a related field.


  • Attainment of or in the process of attaining SPHR or SHRM certification in Human Resource Management.


  • Strong project management skills with the ability to complete short- and long-term projects effectively and as efficiently as possible.


  • Six Sigma certification.



Pursuant 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”).


Equal Employment Opportunity

MTA and its subsidiary and affiliated agencies are Equal Opportunity Employers, including with respect to veteran status and individuals with disabilities.


The MTA encourages qualified applicants from diverse backgrounds, experiences, and abilities, including military service members, to apply.


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