Senior Manager, HR Business Partner (MNR)

Senior Manager, HR Business Partner (MNR)

This role serves as the MTA Agency's Senior Manager, HR Business Partner (HRBP), responsible for implementing integrated HR solutions, programs, and strategies aligned with organizational priorities. The position supports a full range of human resources activities across multiple functions, partnering closely with agency leadership to drive effective people practices.

The incumbent oversees day-to-day HR operations for assigned departments and builds strong, strategic relationships with stakeholders. This role ensures the delivery of efficient, customer service–oriented HR support to meet evolving business needs.

Key areas of responsibility include employee relations consultation, policy interpretation and application, leave administration, organizational design, workforce planning, and compensation consultation.

Responsibilities:

• Serve as a strategic HR Business Partner by providing expert guidance and clear interpretation of People policies to leaders and employees, ensuring consistent, compliant, and business-aligned application. Build and sustain trusted relationships with client groups, engaging regularly with business units to develop a deep understanding of priorities, challenges, and opportunities. Act as a trusted advisor to managers on performance management, including coaching, employee relations, development, and career progression to drive individual and team effectiveness.
• Provides workforce relations services to Metro-North Railroad (MNR) employees, including but not limited to investigating, analyzing, and recommending the resolution of employee disputes and complaints. Partners with management, Legal, DEO, and Labor Relations (as appropriate) to resolve disciplinary and performance matters and ensures consistent application of MTA and MNR's policies, including the Respectful Workplace Policy. Maintain a strong field presence by visiting operational locations to build trust and gain insight into business challenges and deliver practical and actionable People/HR solutions aligned with organizational goals.
• Partner with leadership, management, and employees to strengthen working relationships, increase job satisfaction and employee engagement, increase productivity and retention, and reduce/mitigate turnover.
• Support the Compensation process for non-represented employees by preparing salary offers and conducting comprehensive salary/peer analysis. Provide support to departments with respect to organizational structure design, review/revise position descriptions. Provide informed recommendations on job family placement and leveling to support career progression and organizational effectiveness.
• Act as an integrated partner in the talent acquisition process for the assigned business unit. Collaborate with department leads to assess staffing needs, define hiring strategies, and design roles that align with business objectives, and update current job descriptions to ensure the departments attract and retain talent. Review Talent Acquisition deliverables and provide feedback accordingly. Execute strategic workforce planning, succession planning, and organization structure optimization to achieve department targets and milestones.
• Oversee the day-to-day leave administration programs (e.g., FMLA, NY Paid Family Leave (PFL), STD and LTD), in accordance with the applicable MNR policies, federal and state regulations, including preparation of requests, and handling all communication and guidance with employees, managers and all other parties involved (e.g., Labor Relations, third party vendors, etc.) regarding employee benefits information for assigned business unit.
• Maintain knowledge of legal requirements and applicable organizational policies related to the day-to-day management of employees, to reduce risks and ensure regulatory compliance.
• Provide research and statistical information to assist in the formulation of HR policies and programs, including ad hoc research and reports as requested. Leverage data, analytics, and key workforce metrics to identify trends, inform decision-making, and deliver proactive, People-focused solutions that enhance organizational efficiency and overall business performance.
• Identify training needs and work closely with the Learning, Engagement, and Development Department (LEaD) and/or senior management to develop programs.
• Provide employee benefit information as appropriate. Keep abreast of any changes to policy and employee benefits and ensure accurate communication of the same.
• Select, develop, and motivate staff and provide career development for team members. Provide effective coaching and counseling. Manage team and individual performance. Create a professional environment that respects individual differences and enables staff to develop and contribute to their full potential.

Required Knowledge/Skills/Abilities:

• Demonstrated supervisory and/or leadership abilities.
• Must have the 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 creative abilities, to identify and resolve related issues and find solutions, as well as establish preventative measures for future occurrences.
• Strong working knowledge of corporate organizational structures and their functions, with a broad perspective of resource-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 partnerships with department heads and managers.
• Proven ability to take initiative and be proactive, with the 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. Demonstrated equivalent experience, education, and/or technical credentials to include four (4) years of related experience may be considered in lieu of a degree.
• Minimum 7 years of recent, related, progressively responsible human resources experience.
• Minimum 5 years of experience managing a staff, process, or projects.

The Following is/are preferred:

• Master's degree in Arts/Sciences (MA/MS) in Human Resources or related field.

Travel Requirements :

• Travel across the MNR operating territory to implement People Department transactions and initiatives, and provide support to operating departments in their related activities, projects, and meetings.

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").

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.