May 10, 2013
Grade E Min: $ 57,226 / Mid: $71,533 / Max: $ 85,840
Playing a vital role in the economy of New York State and Connecticut, Metro-North Railroad, a subsidiary of the Metropolitan Transportation Authority (MTA), is the busiest commuter railroad in the nation with an annual ridership of over 82 million. A dynamic organization with a strong focus on customer service, safety, and new technologies, Metro-North employs approximately 5,900 people. Operating out of its home base in New York City's historic Grand Central Terminal, the railroad's three lines serve 120 stations in seven counties in New York and two counties in Connecticut. In 2011, Metro-North received the prestigious International Brunel Award for Overall Excellence in Railroad Design, recognizing its continuing work as a more efficient operation, its commitment to sustainability, and its focus on providing excellent customer service. Metro-North was the first American railroad to win this coveted award in its 26-year history. The competition is open to all passenger and freight railroads in the world. Metro-North has a reputation for rewarding employee resourcefulness and innovation, and offers excellent job opportunities in a challenging and diverse environment.
At the Generalist level, serves as consultant to managers and staff on HR-related issues.
Implements integrated HR solutions for the business-unit and formulates partnerships across the organization to deliver value-added services.
Works with the HRBP to ensure that the business unit has the optimum organization structure and the right people in the right positions for the business to achieve its goals.
Maintains Human Resources practices and objectives to provide an employee-oriented, high performance culture that emphasizes empowerment, quality, productivity and standards, goal attainment, and the recruitment and ongoing development of a superior workforce.
Assists the business unit as point person for the HR organization (e.g., recruiting, compensation, training and development, employee communications, and benefits).
Coordinates implementation of services, policies, and programs through Human Resources staff and assists managers with Human Resources issues.
Helps the business unit address its people challenges quickly and efficiently.
- Implements HR strategies and goals to support the business and communicates HR policies and practices to employees and managers:
Participates in business meetings to offer perspective on business issues affecting human capital
Recommends additional HR initiatives that link to the business unit's goals (e.g., recognition and rewards initiatives).
Assists in the development and implementation of programs that will drive increased employee satisfaction and commitment levels.
- Assists HRBP in designing and implementing business unit talent management strategies working in partnership with the Centers of Excellence leaders (e.g., Talent Acquisition, Training and Development):
Assist with the design, development, implementation, and monitoring of compensation programs and policies.
Assists with job evaluations, reviews new or revised positions to determine appropriate salary grade.
Reviews education, experience, and peers/subordinates/supervisors salaries to determine appropriate recommendation of salary for selected applicants.
Analyze and ensure internal pay equity
Review, analyze and process requests for salary and title changes including position reclassification and salary upgrades, etc.
Draft job descriptions, evaluate positions and maintain database
Analyze competitiveness with market pay practices; Collects and submits salary survey data on behalf of the organization for external survey requests.
Evaluates, analyzes and recommends program/process improvements.
Implements staffing plans
Assists in recruiting and selecting staff
Implements onboarding processes specific to the business unit
Helps the HRBP with the succession planning process
Assists with other talent management initiatives.
- Coaches line managers on handling people issues (e.g., giving feedback):
Team building and development
Diversity initiatives and practices.
- Coaches employees.
- Assists in managing the performance management process for the business unit:
Trains and coaches employees and staff on performance management
Assists in analyzing performance gaps and needs.
- Helps HRBP recommend and implement leadership and professional development learning activities.
- Maintains effective working relationships with the BSC and Centers of Excellence to ensure proactive collaboration on projects impacting the business unit:
Ensures effective and efficient customer service to the business unit from the BSC and the COEs.
- As needed, handles other HR responsibilities as assigned.
Technical HR Expert
-Creates and delivers effective and efficient HR processes and services tailored to unique business needs
-Manages people and HR related costs
-Ensures internal and external customer focus
-Applies information technology to rapidly deliver quality HR products and services
-Demonstrates success working in a shared service model, built on a foundation of communication and partnership
-Demonstrates strong planning, organizational, analytical and communication (verbal, written, presentation) skills
-Has working knowledge of automated Human Resources systems (preferably PeopleSoft) and MS Office Software (Excel, Word, ACCESS and Power Point)
-Develops strategies and helps implement actions that enhance human capital contribution
-Helps build workforce commitment
-Ensures fair, ethical, and equitable people processes and practices
-Demonstrates strong interpersonal skills with the ability to interact with all levels of the company and with outside sources
Strategic Business Partner
-Displays strong leadership skills with the ability to motivate and foster teamwork
-Develops and aligns strategies with business and serves as inside consultant for line management
-Assists line managers in solving organization, people and change-related issues
-Contributes to management team's strategic decision-making
-Fosters systems thinking, customer focus, and continuous learning
-Strategically manages workforce development
-Keeps current with HR and business trends
-Demonstrates the ability to change priorities while meeting deadlines
-Understands the organizational culture and what is effective and ineffective
-Demonstrates project planning skills and meets deadlines even as priorities change
-Institutionalizes change capability within the organization
-Helps line managers to lead and facilitate change
-Acts as a consultant in organizational effectiveness
-Enhances management development
Generalist HR Business Partner Competencies
-Excellent analytical, quantitative, organizational, problem resolution and customer service skills
-Excellent interpersonal, verbal and written communication skills.
-Strong attention to detail with the ability to multitask and meet strict deadlines.
-Proficiency in Microsoft Office Suite and/or comparable applications.
-Displays business and political savvy
-Demonstrates consulting skills
-Implements HR strategies to support the achievement of business unit goals
-Models trust, openness, fairness, and respect for the individual in daily behavior
-Resolves disagreements or conflicting needs in a positive and constructive manner
-Demonstrates knowledge of multiple human resources disciplines including compensation practices, organizational change, employee relations, diversity initiatives, performance management, and federal and state respective employment laws
-Communicates HR practices, processes and policies to employees and managers
-Ensures prompt resolution of HR issues (e.g., benefits questions) in the business unit
-Measures ongoing effectiveness of HR practices in the business unit and recommends changes
Bachelor's Degree in Business, Human Resources Management and/or related field
Three to four (3-4) years of blended experience in Human Resources and organizational change in a consultative role within a changing organization environment, including hands on experience and knowledge in human resources functions such as recruitment, organizational development, employee engagement and change management.
Minimum two (2) years of relevant analytical experience in compensation, budgeting, finance, etc. with a high proficiency in data management and analysis.
A Professional in Human Resources (PHR) or Senior Professional in Human Resources (SPHR) certification .
Master's Degree with a focus in Human Resource.
Familiarity with PeopleSoft .
Experience working with a unionized workforce preferred.
This is a safety sensitive position and subject to toxicological testing.
To be selected for a position, an applicant must: (1) meet the minimum requirements in the job posting, (2) pass a written examination (if applicable), (3) satisfy a background investigation (which includes credit, if applicable), and (4) pass an oral interview, during which the interviewers will further evaluate the applicant's qualifications for the position. Because the selection process is competitive, not all qualified applicants are granted an interview. Metro-North may also require the applicant to undergo a physical ability test, and, if the Company extends a conditional offer, may require him or her to undergo a medical examination, which may include toxicological testing.
For applicants who are current employees, you must be in active service and have worked in your present position for at least one (1) year to be eligible to apply for a posted position, and have completed the agreed upon formal training commitment, plus on-the-job training, if applicable (for example: Signal Trainee, Foreman-In-Training, etc.) in order to be eligible to transfer. If you are transferred, you may be required to forfeit your seniority in your present occupation. In addition, Metro-North employees are subjected to an internal investigation, which includes an evaluation of their safety and discipline records, their performance assessments, and of their time and attendance records (including early quits and late starts) for the preceding 30 months. During the 30 month review period, the maximum number of occurrences allowed is 15, and the maximum number of patterns allowed is 8. (An "occurrence" is any absence or consecutive absences of four or more hours, and a "pattern" is an absence preceding or following rest days, holidays, vacation days, etc.) For employees with fewer than 30 months of service, the entire period of their employment is reviewed, and the maximum allowable number of incidents is pro-rated. Absences excused in accordance with Company Operating Procedures are not included for purposes of assessing whether attendance is satisfactory. If occurrences and/or patterns exceed the maximums allowed, the employee's attendance is deemed unsatisfactory, and he or she is disqualified from further consideration, even if he or she has not been previously warned about his/her attendance.
As an employee of Metro-North Railroad you may be required to complete a New York State financial disclosure statement, if you earn more than $88,256 or if you hold a position designated as a policy maker.
We offer a competitive salary and a comprehensive benefits package. If interested, please apply online at www.mta.info
How To Apply
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MTA Metro-North Railroad is an Equal Opportunity Employer