Job ID: 3809
Business Unit: MTA Headquarters
Location: New York, NY, United States
Department: Talent and Succession Planning
Date Posted: Oct 12, 2023
JOB TITLE: Senior Manager, Succession Strategy and Planning
SALARY RANGE: $83,981 - $110,225
HAY POINTS: 588
DEPT/DIV: People/Organizational Design and Development
SUPERVISOR: Director, Talent, and Succession Planning
LOCATION: 2 Broadway
HOURS OF WORK: 9:00 am - 5:30 pm (7 1/2 hours/day)
The Senior Manager Succession Strategy and Planning will work closely with their Organizational Design and Development counterparts to proactively review existing employee talent documentation and carry out action steps to closing talent gaps that may create risks for the MTA. Action steps will include building out consistent career pathing/laddering models for employees who meet the specific talent and succession planning metrics.
- Implement a strategy through various best-in-class frameworks (such as the utilization of the Nine-Box Grid framework), that will identify internal candidates who can fill future vacant positions.
- Collaborate with the Senior Director of Talent and Succession Planning to layout reporting documentation on, (1) identifying the number of employees exiting the agency, and (2) a list of potential interim employees that can take on acting positions when needed.
- Lead agency-wide career pathing and career planning strategies and initiatives. Make recommendations regarding these initiatives where appropriate.
- Design a strategic skill-building guide that aligns with the agency’s mission and executive priorities in addition to aiding in the agency-wide understanding on how to utilize the guide.
- Leverage workforce data to identify talent within the MTA’s strategic business plan and make recommendations for key decision points.
- Through data, analyze workforce attrition/retention risks and propose equitable solutions.
- Create talent-related dashboards and maintain reporting of talent success metrics. Proactively monitor and identify and make recommendations areas for action.
- Work within various software systems (such as PeopleSoft), to create templates for the following: career plan, individual development plans, succession plans, and career-pathing strategies.
- Collaborate with MTA departments to create job maps that will lay out not only job skills (within various titles) but will also identify talent trends of MTA titles.
- Develop a list of external-support partnerships that ODD will utilize to aid in employee [ upskilling (opportunities for certifications, trainings, etc.) priorities.
- Assess existing MTA talent pool to establish internal candidates for development.
- Other duties as assigned by the Deputy Chief of Organizational Design and Development and the Senior Director of Talent and Succession Planning.
KNOWLEDGE, SKILLS, AND ABILITIES:
- Ability to aggregate and interpret workforce/people data.
- Can work effectively with different personality styles.
- Excellent communication, interpersonal, strategic thinking, and presentational skills.
- Demonstrated ability to work with all internal levels within a given organization.
- Strong collaborative and influencing skills.
- Demonstrated proficiency in Microsoft Office Suite or comparable applications, i.e., Word, Excel, PowerPoint, and Outlook.
- Working in an environment with shifting priorities and limited resources.
- Working with HR departments and other business partners to reach consensus in cross-functional areas.
- Aggregating reliable data and providing sound interpretation of metrics will potentially limited resources.
- Working with a multi-generational workforce with retention challenges.
- Working with a blended workforce comprised of both represented and non-represented employees.
- Interface with leaders dealing with competing priorities.
- Implementing and institutionalizing standard practices in an organization undergoing cultural transformation.
- Has high level of authority for the decision making, staffing, and budget for their functional area of responsibility, subject to approval regarding the most significant Business and Policy issues by the Chief / Senior Management. Has decision-making authority over their functional area. Works within clearly defined policies, principles, and specific objectives in consultation with departmental management.
- Makes recommendations for policy and procedural changes with final approval from the Chief.
- Overall strategy and approach are made in consultation with departmental management and/or HQ Senior Management.
EDUCATION AND EXPERIENCE:
- BS in Business Administration, Education, Human Resources, Organizational Development, or related field, or an equivalent combination of education and experience may be considered in lieu of a degree; and
- Minimum eight (8) years of related work experience including at least three (3) years of talent management and succession experience, including but not limited to talent review and succession planning implementation, talent pipeline development and performance management.
- Minimum of three (3) years within a managerial role in a large, multi-faceted, fast-paced organization or governmental body preferred.
- Master’s degree in a related field.
- Strong project management skills
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.