Description

JOB TITLE: HR BUSINESS PARTNER I AND II SALARY RANGE: HR BUSINESS PARTNER I: $81,292.75 - $89,986.85 HR BUSINESS PARTNER II: $80,000 - $95,000 HAY POINTS: HRBP I: 417 HRBP II: 479 DEPT/DIV: PEOPLE SUPERVISOR: Manager Human Resources Business Partner LOCATION: 25 Jamaica Avenue, Brooklyn, NY 11207 HOURS OF WORK: 9:00 am - 5:30 pm (7 1/2 hours/day) This position is eligible for telework which is currently one day per week. New hires are eligible to apply 30 days after their effective date of hire. SUMMARY: This role will serve as assigned agency HR Business Partner (HRBP), responsible for assisting with the implementation of the MTA People Department’s (HR) integrated solutions, programs, and strategies; as well as provide administrative support to ensure the success of the Agency HRBP team and assist with implementing HR strategies, initiatives, and programs across multiple functions. The incumbent will also assist with implementing day-to-day HR activities related to supporting departments, respond to inquiries and assist with practical and effective business solutions efficiently, while providing exceptional customer service. In addition, the incumbent will be assigned special projects to further position the People Team and Agency success. RESPONSIBILITIES:

• Assist the People team senior leadership with monitoring and implementing programs facilitated by other People towers such as Talent Acquisition, Workforce Planning, Policies, Organization Design, Succession Planning etc. Work with the HRBP team to respond to and meet HR business needs of clients.

• Provide human resources support to People team by assisting with, reasonable accommodation requests, vocational assistance, military leave, coordinate monthly Manager of Administration meetings, update and publish organizational charts, initiate background checks for internal recruitment, manage the hiring and monitoring of contingents oversee the process of employees in acting positions; manage hiring justification process; and approve PARs and PURs for the non-agreement workforce.

• Initiate proposed salary analysis worksheets in alignment with MTA regulations.

• May manage, plan and facilitate weekly new hire orientation to ensure the needs of our new employees are met and that they are properly introduced to the Agency’s culture and expectations to prepare them to become productive and engaged members of the team.

• Ensures annual summary of employee benefit documents for Represented and Non-Represented employees is updated, current, accurate and disseminated timely.

• May perform periodic audits of current job descriptions to ensure all include current information and ensure previous job descriptions are archived appropriately.

• Manage and maintain databases to track metrics in different HR areas (e.g., recruitment status report, new hire tracking, medical scheduler, executive recruitment report, salary proposal log, rehire eligibility code to monitor progress, etc.).

• Review HRIS data to ensure accuracy and generates ad hoc queries to ensure data integrity. Initiate and track related personnel actions (e.g., PARs, PURs) to ensure they are processed timely and accurately.

• Collect HR and organizational data to measure success: learn, iterate, and improve; analyze trends and recommend proactive actions to further support business objectives.

• Perform research and other duties as required to function as an integral member of the Agency HRBP team and MTA People (HR) department in accomplishing overall department goals and objectives.

• Identify, strengthen, and utilize communication networks throughout the Agency to determine and address employee needs and increase awareness of employee engagement priorities and programs.

• Contribute to a professional environment that respects individual differences and enables all employees to develop and contribute to their full potential.

• May participate and provide general support in employer sponsored events and/or programs such as recognition awards, Take Your Child to Work Day, Administrative Professionals’ Day, Team Building events, etc., assist with facilitating the development of new initiatives, and identifying opportunities for improvement.
• The incumbent must be able to support and assist with numerous projects simultaneously, deliver a high level of service, and to assist with solving routine problems in a timely manner.
• May need to work outside of normal work hours.
• Travel may be required to other MTA locations or other external sites.
• Perform other duties as required.

KNOWLEDGE, SKILLS, AND ABILITIES:

• The incumbent must be able to support and assist with numerous projects simultaneously, deliver a high level of service, and to assist with solving routine problems in a timely manner.
• May need to work outside of normal work hours.
• Travel may be required to other MTA locations or other external sites.

B. DECISION-MAKING AUTHORITY: Indicate the limits and controls on this job's authority regarding dollar expenditures, personnel decisions, changing policies or methods, etc. Indicate what types of challenges typically are referred to the immediate supervisor or designee for resolution or approval.

• Incumbent has the autonomy to implement the plans outlined by the Supervisor or higher-level position.
• May perform analysis and research. Reports findings to immediate supervisor. May be involved with quality assurance reviews as directed by immediate supervisor.
• Incumbent has the autonomy to act in implementing the plans outlined by the Supervisor or higher-level position within the HR Department.
• Has a limited level of authority for decision making, which is subject to approval by departmental management.
• Decision-making authority over their immediate responsibilities is routine or semi-routine with some diversification and occurs within established, detailed practices and instructions and/or with immediately available assistance.
• Exercises proper judgment in responding to inquiries while referring more complex issues to the appropriate individuals within the department.
• Supports implementation of policies and procedures for the department’s group. Does not make recommendations for policy and procedural changes without final approval from HR leadership.
• Responsible for executing the day-to-day activities in the HR Business Partner unit. Does not provide input into overall strategy for the department.
• Identify sensitive employment issues and professionally communicate them to HR leadership, as necessary.

EDUCATION AND EXPERIENCE: HRBP I: REQUIRED: Education and Experience

• Bachelor's degree. An equivalent combination of education and experience may be considered in lieu of a degree.
• A minimum of three (3) years of Human Resources experience. A Master’s degree may be substituted for two years of work experience

Preferred Qualifications: · SHRM or HRCI Certification HRBP II: REQUIRED: Education and Experience

• Bachelor's degree. An equivalent combination of education and experience may be considered in lieu of a degree.
• A minimum of four (4) years of Human Resources experience. A Master’s degree may be substituted for two years of work experience.

Preferred Qualifications:

• Master’s degree in human resources, Business Administration (MBA), Public Administration (MPA), Industrial & Organizational Psychology or a related field.
• 5 years of working experience in HRPB capacity for a large and complex organization.
• SHRM Certification

HRBP I: KNOWLEGDE:

• Practical working knowledge of at least one (1) of the following human resource disciplines: recruitment, compensation, performance management, employee relations, HRIS, or benefits.
• Familiarity with assisting in the administration of human resources programs with ability to effectively manage multiple responsibilities simultaneously within limited and specific time frames.
• Ability to take initiative and be proactive with ability to identify needs and recommend solutions.
• Ability to interact with managers and employees at all levels in the organization, and to work as part of a team.
• Knowledge of relevant state and federal laws and regulations affecting related HR activities.
• Demonstrated proficiency in PeopleSoft (8.8 or above) or a similar HRIS system required; Microsoft Office Suite or comparable applications, i.e., Word, Excel, PowerPoint, and TEAMS; and ZOOM or similar virtual platforms.
• Proficiency in and/or ability to learn analytical and/or quantitative skills.
• Effective verbal and written communication and conflict management skills.
• Ability to work in a team-oriented and collaborative environment to develop more efficient and effective operations.
• Ability to learn quickly with a focus on high productivity and quality.
• Effective written and verbal communication skills and presentation skills.
• Strong interpersonal and customer service skills.
• Ability to manage, prioritize and balance multiple tasks with adherence to deadlines.
• High level of self-initiative and dependability; must possess positive, can-do attitude.
• Strong analytical and organizational skills.
• Ability to maintain a high level of confidentiality.
• Experience developing, implementing, and/or administering policies and procedures.
• Strong problem solving, planning, analytical and decision-making skills.
• Ability to identify and resolve related issues and find solutions as well as establishing preventative measures for future occurrence.
• Ability to present resolutions to a variety of Human Relation issues.
• Ability to build effective working relationships with client departments, establish strategic direction/change, and to effectively influence and mediate issues. Must be able to take initiative and be proactive with ability to identify and anticipate department needs and recommend solutions.

HRBP II: KNOWLEDGE:

• Practical working knowledge of at least two (2) of the following human resource disciplines: recruitment, compensation, performance management, employee relations, HRIS, or benefits.
• Experience assisting in the administration of human resources programs with ability to effectively manage multiple responsibilities simultaneously within limited and specific time frames.
• Ability to take initiative and be proactive with ability to identify needs and recommend solutions.
• Ability to interact with managers and employees at all levels in the organization, and to work as part of a team.
• Knowledge of relevant state and federal laws and regulations affecting related HR activities.
• Demonstrated proficiency in PeopleSoft (8.8 or above) or a similar HRIS system required; Microsoft Office Suite or comparable applications, i.e., Word, Excel, PowerPoint, and TEAMS; and ZOOM or similar virtual platforms.
• Proficiency in and/or ability to learn analytical and/or quantitative skills.
• Effective verbal and written communication and conflict management skills.
• Ability to work in a team-oriented and collaborative environment to develop more efficient and effective operations.
• Ability to learn quickly with a focus on high productivity and quality.
• Effective written and verbal communication skills and presentation skills.
• Strong interpersonal and customer service skills.
• Ability to manage, prioritize and balance multiple tasks with adherence to deadlines.
• High level of self-initiative and dependability; must possess positive, can-do attitude.
• Strong analytical and organizational skills.
• Ability to maintain a high level of confidentiality.
• Experience developing, implementing, and/or administering policies and procedures.
• Strong problem solving, planning, analytical and decision-making skills.
• Ability to identify and resolve related issues and find solutions as well as establishing preventative measures for future occurrence.
• Ability to present resolutions to a variety of Human Relation issues.
• Ability to build effective working relationships with client departments, establish strategic direction/change, and to effectively influence and mediate issues. Must be able to take initiative and be proactive with ability to identify and anticipate department needs and recommend solutions.

OTHER INFORMATION: 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.