Director, Human Resources Systems and Solution Architect

Director, Human Resources Systems and Solution Architect Director, Human Resources Systems and Solution Architect DEPT/DIV: People Department WORK LOCATION: 2 Broadway FULL/PART-TIME FUL L SALARY RANGE: $136,505 - $162,000 DEADLINE: This position is eligible for telewor king . New hires are eligible to apply 30 days after their effective hire date. Opening: The Metropolitan Transportation Authority is North America's largest transportation network, serving a population of 15.3 million people across a 5,000-square-mile travel area surrounding New York City, Long Island, southeastern New York State, and Connecticut. The MTA network comprises the nation’s largest bus fleet and more subway and commuter rail cars than all other U.S. transit systems combined. MTA strives to provide a safe and reliable commute, excellent customer service, and rewarding opportunities. Position Objective: The Director provides strategic leadership for the MTA’s HR technology ecosystem, with primary responsibility for Benefits and Compensation systems and broader oversight of enterprise HR systems, HR data stewardship, and digital transformation initiatives. Leveraging deep expertise in PeopleSoft HCM configuration along with strong integration and HR process optimization skills, this role ensures that HR technologies are accurate, compliant, aligned to business needs, and provide an elevated experience to employees. A core priority for the coming year is to modernize and automate Benefits, Benefits Administration, and Compensation processes and to implement expanded HCM capabilities, including Career and Succession Planning and other talent-focused modules. The Director leads these enhancements end-to-end, ensuring timely delivery of releases, regulatory updates, and continuous improvement efforts. To maintain a secure and scalable HR environment, the Director establishes strong governance frameworks, data quality standards, and change management practices. This includes overseeing system integrations, conducting routine data audits, and directing comprehensive testing cycles to support major HR technology initiatives. The Director also serves as the enterprise HR functional solution architect and data steward, solving complex business challenges, designing innovative solutions, and transforming how HR Systems and Analytics drive organizational effectiveness. The role partners with cross-functional teams to streamline processes, enhance operational efficiency, and proactively identify system and process improvement opportunities across the HR systems. Finally, this leadership role shapes the long-term HR technology roadmap by aligning systems architecture, data strategy, and operating practices with the People Department and enterprise objectives. The ideal candidate is a collaborative leader and strong communicator with exceptional organizational skills, attention to detail, and a technology- and data-driven mindset. Experience with modern HR platforms—such as PeopleSoft HCM, Oracle HCM, Oracle Strategic Workforce Planning, Workday HCM, or similar enterprise systems is highly desirable to manage migration, if the firm decides to migrate in the future . Responsibilities: HR Partnership & Operational Excellence: Empower HR Business Partners and cross-functional teams (Compensation & Benefits, HR Systems, HR Operations, IT/Client Services, Labor Relations, Payroll, and Finance) with data, tools, and streamlined processes that improve operational efficiency and elevate employee experience. HR Technology Implementation, Innovation & Change Management: In partnership with MTA IT, present, evaluate, and implement new technologies, system functionality, process enhancements, and automated solutions. Lead strategic and operational initiatives using strong project management and change management principles, ensuring all solutions align with MTA IT standards. Ownership of HR Benefits & Compensation System Functionality: Serve as the primary functional owner for HR Benefits, Benefits Administration, and Compensation systems, ensuring accurate configuration, smooth system operations, and seamless integrations across the broader HR ecosystem under the direction of MTA IT. Ownership of Career and Succession Planning module: Serve as the primary functional owner for the module, ensuring accurate configuration, smooth system operations, and seamless integrations across the broader HR ecosystem under the direction of MTA IT. Scalable HCM Architecture & Strategic Planning: Balance short-term needs with long-term planning to ensure HR technology architecture remains scalable, secure, compliant, and adaptable to evolving organizational and regulatory requirements—aligned with MTA IT standards and strategic objectives. System Enhancements, Configuration & Testing Leadership: Support system enhancements and configurations for Benefits, Benefits Administration, and Compensation modules; conduct User Acceptance Testing (UAT), troubleshoot system failures, and perform quality assurance checks in partnership with MTA IT. Data Integrity, Integrations, Analytics, and Continuous Improvement: Maintain data pipelines and system integrations supporting Benefits, Benefits Administration, and Compensation workflows; perform data audits, fit/gap analyses, and data anomaly resolutions in accordance with MTA IT data governance standards. Lead and support HR Operations and Analytics initiatives across the HR/Tech ecosystem, ensuring process consistency and clear documentation of transactional workflows. Partner with functional users to identify business needs, gather feedback on system performance, and ensure system functionality and processes align with the People Department and enterprise strategic goals. Serve as the HR liaison and Business Product Owner to MTA IT, external vendors, actuarial partners, and other stakeholders on HRIS/data-related matters, lead meetings, training sessions, demos, and adoption activities for new solutions. Develop dashboards and reports to monitor key metrics (SLAs, KPIs, regulatory compliance, enrollment metrics, compensation cycles), translating complex data into actionable insights for decision-makers. Co–develop the HR data and analytics roadmap with MTA IT, supporting the department’s product and technology strategy. Help establish best-in-class practices for data accuracy, process scalability, systems governance, and continuous operational improvement. Identify opportunities to enhance analytics, data visualization, and dashboarding capabilities, and support the adoption of modern data and HR technology tools. Drive digital adoption across Benefits and Compensation processes, improving end-user experience and operational performance. Build digital and data literacy among HR partners, end-users, and cross-functional teams through education, training, and documentation. 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 the performance of staff. Create a professional environment that respects individual differences and enables all employees to develop and contribute to their full potential. Is held accountable for overseeing and evaluating contractor/consultant/vendor performance, where applicable: Observing the work performed by the contractor/consultant/ vendor; Reviewing invoices and approving them if the work meets contractual standards; Addressing performance issues with the contractor/consultant/vendor when possible; and Escalating issues to other parties as needed. Other duties as assigned. Required Knowledge/Skills/Abilities: Experience maintaining data pipelines, integrations, and system data flows to ensure integrity, reliability, and compliance with IT governance standards. Strong ability to manage confidential HR data with discretion and sound judgment. Ability to work independently and collaboratively across large, cross-functional teams. Advanced analytical skills, with the ability to analyze large datasets, detect anomalies, interpret findings, and ensure accuracy. Proficiency in PS Query, SQL, Excel (advanced formulas, pivot tables, VLOOKUP), PowerPoint, or similar reporting or analytics tools. Ability to manage multiple, time-sensitive projects while maintaining high-quality deliverables. Excellent written and verbal communication skills. Deep understanding of Human Capital Management processes, including HR, Benefits, Benefits Administration, Compensation, HR Operations, Payroll, and organizational data structures. Ability to lead and mentor senior staff across multiple functional areas. Strong business acumen with proven ability to analyze HR, Benefits, and Compensation systems, processes, and data to derive actionable insights. Ability to dive deep into complex datasets , identify trends, and translate findings into operational or strategic recommendations. Experience presenting analysis, system recommendations, and business cases to senior leadership. Proven success leading end -to-end system enhancements, testing, technology deployments, and change management initiatives. Strong stakeholder management and influencing skills; ability to gain alignment and buy-in for technology and process improvements. Expertise in designing, enhancing, and scaling HR systems, particularly Benefits and Compensation modules in PeopleSoft or equivalent platforms. Skilled at translating user needs into functional requirements, reports, dashboards, and process solutions. Experience defining and tracking SLAs, KPIs, and operational metrics for HR technology programs. Knowledge of enterprise change management, system governance, and large-scale platform upgrades. Proficiency with analytics and reporting tools such as PS Query, SQL, People Tools, Excel, Python, Power BI, Tableau, R, or similar. Ability to leverage analytics to influence HR strategy and workforce planning decisions. Strong organizational skills, attention to detail, and capacity for complex problem-solving. Ability to perform workforce and compensation data modeling, including relational database design and predictive analytics. Self-starter with a results-driven mindset; able to collaborate effectively across functions and levels of management, including executives. Strong working knowledge of Microsoft Office Suite. Required Education and Experience: Bachelor’s degree in Information Technology , Human Resources, Business Administration, Business Analytics, Data Science, Public Administration, or a related field; equivalent combination of education and experience may be considered. 8+ years of experience implementing, managing, or supporting HR Benefits, Benefits Administration, Compensation, or Core HR systems, including PeopleSoft HCM, Oracle HCM Cloud, Workday, or similar enterprise platforms, with at least 5 years in a managerial, project management, or product ownership role in a large, complex organization. 5+ years of leadership experience managing and developing diverse teams, documenting PeopleSoft or similar ERP systems’ functional and integration requirements, leading and/or performing functional analysis, requirements gathering, system integration testing (SIT), and user acceptance testing (UAT). 5+ years of auditing and data governance experience, including data quality management and compliance oversight. 3+ years of experience building reports and analyzing HR, Benefits, Benefits Administration, or Compensation data using PS Query, SQL, People Tools, Excel, Power BI, or similar analytics tools, with proven ability to produce actionable insights. 5+ years of vendor or contract management experience, preferably involving enterprise HR, Benefits, or Compensation technology platforms. The Following is/are preferred : Master’s degree in Information Systems , Human Resources, Business Analytics, Data Science, Business Administration, Public Administration, or a related field. Strong project management skills, with experience leading large HR, Benefits, or Compensation technology system transformation initiatives. Hands-on experience implementing, configuring, or upgrading PeopleSoft/Oracle/Workday or similar ERP systems’ HCM Benefits, Benefits Administration, Compensation, Position Management, Profile Management, or related modules. Experience working with enterprise databases (e.g., Oracle, SQL Server or similar databases) and integrating data from different HR, Benefits , Benefits Administration, Compensation, or Payroll systems. Experience with predictive analytics, or advanced HR analytics for Benefits, Benefits Administration, and Compensation. Familiarity with workflow and approval management tools (e.g., PeopleSoft Workflow Approvals or similar workflow tools). Strong understanding of enterprise data management principles, including governance, pipelines, and data quality. 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”). 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. #J-18808-Ljbffr