Senior Manager, Succession Planning and Talent Programs

Senior Manager, Succession Planning and Talent Programs

Department: People

Supervisor: Deputy Chief Learning, Engagement & Development (LEaD)

Work Location: 2 Broadway, New York, NY 10004

Hours of Work: 9:00 am - 5:30 pm (7.5 hours/day) or as required

Full/Part‑Time: Full

Salary Range: $111,655 - $124,061

Final date to receive applications: Until filled

Telework: Eligible for one day per week. New hires may apply 30 days after their effective date of hire.

The Senior Manager of Succession Planning and Talent Programs serves as the operational lead responsible for implementing and managing succession planning processes, talent assessments, career pathing models, and development planning activities that strengthen leadership continuity across the MTA. This role translates established enterprise talent strategies into high‑quality, consistent execution by building frameworks, SOPs, tracking systems, and actionable workflows, while ensuring accuracy, follow‑through, and measurable program outcomes.

The Senior Manager will eventually oversee a small team supporting these processes and collaborate with LEaD and cross‑agency partners to drive disciplined, reliable implementation of talent programs.

• Manage the end‑to‑end implementation of succession planning and other assigned talent program processes, success profile alignment, readiness assessments, and risk mitigation activities, consistent with the SOP standards.
• Build, document, and maintain SOPs, workflows, templates, and program documentation that support consistency, compliance, and operational excellence across all talent and succession programs.
• Coordinate execution of development planning steps with HRBPs and the Learning Development and Performance Management teams to ensure successors receive timely development support and aligned interventions as needed.
• Oversee job profile, skills, and development design and implementation milestones aligned with succession planning timeline & workplan, ensuring timely task completion, stakeholder communication, and cross‑team coordination to support and prepare employees for the next step along the MTA career journey.
• Coordinate/schedule and facilitate effective in‑person or virtual stakeholder meetings across MTA sites, including pre‑meeting prep, meeting materials, summaries, metrics, and debrief reporting packets across the agency, People team, and leadership in support of driving succession and talent programs.
• Execute annual and quarterly cycles for data collection, validation, and reporting in partnership with Workforce Development and HR Operations & Analytics team, leveraging HRIS talent modules and Power BI dashboards.
• Select, develop, and motivate direct reports; provide career development for subordinates; provide prompt and effective coaching and counseling; provide input regarding the discipline/termination of employees when necessary; review staff performance; create a professional environment that respects individual differences and enables all employees to develop and contribute to their full potential.
• Travel to MTA locations or other external sites as needed.

• Excellent collaboration, communication, interpersonal, and presentation skills.
• Demonstrated ability to work with all internal levels within a given organization.
• Drives results with strong critical thinking and project management skills with attention to detail and a bias for quality.
• Ability to translate strategy into implementation.
• Proficiency in Microsoft Office Suite or comparable applications, i.e., Word, Excel, PowerPoint, and Outlook.
• Experience facilitating sessions with senior stakeholders in support of implementing and driving succession and talent development program approaches to drive targeted outcomes and report out on meaningful insights to inform ongoing strategy.
• Demonstrated ability to influence without formal authority and collaborate effectively with different personality styles.
• Developing visually compelling presentations.
• Development and synthesis of survey feedback and tracking mechanisms to measure outcomes and report out on impact.