Director HR Strategy & Analytics

This position is eligible for teleworking, which is currently one day per week. New hires are eligible to apply 30 days after their effective hire date.

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.

The Director of HR Strategy and Analytics is a strategic advisor responsible for transforming complex people data into actionable insights that directly inform enterprise‑wide HR and business strategies. This role leads the integration of workforce analytics—including recruitment funnel performance, attrition trends, engagement drivers, and time‑to‑fill metrics—into executive decision‑making processes.

The role is critical in identifying root causes behind workforce challenges (e.g., persistent hiring gaps in high‑priority roles such as bus drivers despite ramp‑up efforts), and in recommending targeted interventions. The individual must synthesize data across systems, connect people metrics to operational outcomes (e.g., service redesigns like the Queen Bus initiative), and proactively shape HR strategy to align with evolving business needs.

In addition, the role supports process optimization and administrative effectiveness initiatives, helping identify inefficiencies and opportunities for improvement across HR operations. The position involves assisting in the design and execution of HR analytics projects, interpreting HR data to uncover patterns and trends, democratizing the dashboards, and transforming those insights into practical recommendations that enhance organizational performance and talent outcomes.

• Design, develop, and implement workforce analytics frameworks to improve talent strategies by leveraging metrics across the employee lifecycle, from recruitment to exit.
• Collaborate with HR Data Science and HRIT teams to ensure HR systems are optimized for efficiency, reporting accuracy, and data accessibility.
• Lead initiatives to foster a data‑driven culture across the People Department by promoting the use of insights in decision‑making and operational improvements.
• Oversee and execute HR analytics projects, facilitating cross‑functional team discussions, and ensuring measurable outcomes.
• Enable executive leadership with actionable workforce insights by developing dashboards, reports, and storyboards to inform strategic decisions.
• Coach and mentor (HRBPs) to build data literacy and cultivate a culture of curiosity, enabling the effective use of analytics in daily operations.
• Proactively address challenges related to data quality, availability, and system integration, balancing technical expertise with business needs to ensure impactful HR analytics solutions.
• Support the Assistant Deputy Chief of HR Operations, and Analytics in designing and implementing innovative talent strategies and new initiatives that align with organizational goals, while driving optimization across people, processes, and technology.
• Observing the work performed by the contractor, reviewing invoices and approving them if the work meets contractual standards;
  Addressing performance issues with the contractor when possible; and escalating issues to other parties as needed.
• Other duties as assigned.

• Proven ability to lead data‑driven strategy development and influence executive decision‑making
• Expertise in root cause analysis, predictive modeling, and business case development
• Experience aligning people data with operational and financial performance metrics
• Ability to articulate complex analytical findings into clear, compelling executive insights tailored for C‑suite audiences
• Skilled in executive storytelling and board‑level reporting
• Strong understanding of public sector workforce dynamics…