Senior Manager Workforce Forecasting & Planning

DEPT/DIV

Workforce Forecasting and Planning

SUPERVISOR

Director, Workforce Forecasting & Planning

WORK LOCATION

333 West 34th Street, New York NY 10001

HOURS OF WORK

8:30 am - 5:00 pm (7.5 hours/day, or as required)

FULL/PART-TIME

FULL

SALARY RANGE

$115,000-$124,061

DEADLINE

Until filled

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.

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.

Job Summary

The Senior Manager, Workforce Forecasting & Planning leads the organization's workforce forecasting & planningfunction (WFP) by developing forecasting models, planning methodologies, and workforce insights that translateinto enterprise staffing strategies and business decisions. As a strategic partner to Senior Leadership, OperationLeaders, and Business Leads, this role integrates workforce forecasting & planning into enterprise decisionmaking,ensuring workforce strategies align with organizational priorities, operational needs, and long-termbusiness objectives.

This role drives the continuous improvement of workforce forecasting & planning processes, builds teamcapability, and implements best practices and innovative approaches that enhance workforce planning effectiveness and strengthen the organization's ability to anticipate and meet current and future workforce needs.

Responsibilities

Lead execution of workforce forecasting & planning strategies that align workforce supply,demand, and organizational priorities with business objectives, financial plans, and long-termworkforce needs. Strengthen executive adoption of workforce planning insights across theorganization

Lead the development, enhancement, and application of workforce forecasting models andanalytical approaches to assess attrition, headcount, vacancies, hiring demand, internalmobility, title progression, and other workforce trends that inform strategic decisions

Analyze workforce trends, organizational workforce risks, and labor market conditions toidentify emerging challenges and opportunities, providing workforce planning consultation andstrategic guidance to senior leadership and business leads

Translate complex workforce data and analytics into clear recommendations, presentations, anddecision-support materials that align workforce strategies with organizational priorities andsupport informed decision-making.

Develop and manage workforce hiring plan processes that align staffing requirements withworkforce forecasts, operational needs, budget objectives, organizational priorities, and longtermbusiness strategies.

Establish and maintain strategic partnerships with Human Resources, Finance, Operations leadership, and other key stakeholders to integrate workforce forecasting & planning intoorganizational decision-making, address workforce gaps, and support organizational readinessand long-term business objectives. Serve as a trusted advisor by providing workforceforecasting & planning guidance, insights, and recommendations that support strategic businessdecisions and organizational priorities.

Lead and support cross-functional workforce forecasting & planning initiatives and strategicprojects through effective stakeholder engagement, change management, and collaboration todrive adoption of new processes, practices, and strategies.Serve as the organization's subject matter expert on workforce forecasting, workforce analytics,and strategic workforce planning

Lead continuous improvement initiatives that enhance workforce forecasting & planningcapabilities through process optimization, automation, predictive analytics, artificial intelligence,and digital workforce planning tools. Advance the use of innovative analytics and technologysolutions to improve forecasting accuracy, strengthen analytical capabilities, and enable data-drivenorganizational decision-making

Lead, coach, and develop workforce forecasting & planning professionals by providing technicalguidance, establishing priorities, and building team capabilities in workforce analytics and strategic workforce planning

Required Knowledge/Skills/Abilities

Strong analytical, quantitative, and qualitative skills, with proficiency in workforceanalytics, statistical software, data visualization tools, reporting platforms, and/oremerging technologies such as predictive analytics and artificial intelligenceapplications

Proficiency in workforce analytics, statistical analysis, forecasting methodologies, andpredictive modeling

Demonstrated leadership skills, with the ability to inspire, motivate, and develop ahigh-performing team

Evaluates complex workforce data and translates analytical findings into actionablebusiness recommendations and strategic insights.

Excellent communication and interpersonal skills, with the ability to engageeffectively with stakeholders at all levels and navigate complex negotiations

Expertise in change management methodologies and the ability to lead andcommunicate effectively through organizational change

Strong stakeholder management skills, with the ability to present complex findingsto technical and non-technical audiences

Proven problem-solving abilities to proactively approach, identify, and implementinnovative solutions to workforce planning challenges

Required Education and Experience

Bachelor’s Degree in Arts/Sciences (BA/BS) in Statistics, Business Analytics, Information Systems, Operations Research, Business Administration, or a related quantitative discipline from an accredited college, or an equivalent combination of education and relevant experience

Minimum 8 years of progressive experience in capacity modeling and planning, workforce analytics, HR analytics, business analytics, statistical analysis, predictive modeling, or a related field,

Minimum 3 years' experience in a managerial role managing staff and/or a workforce forecasting & planning function.

Minimum 5 years of advanced proficiency in SQL, R, Python, or comparable programming languages to support workforce analytics, forecasting, automation, and data modeling

Minimum 3 years' experience with PeopleSoft HCM, Enterprise Resource Planning (ERP), or comparable Human Resources Information Systems (HRIS).

Minimum 3 years' demonstrated experience working with large, complex datasets from multiple sources, such as HR, payroll, financial, operational, and/or workforce management systems, with demonstrated ability to assess data quality, identify trends, and generate actionable insights

Minimum 4 years' experience developing, implementing, or applying workforce forecasting models and analytical methodologies, and other statistical techniques to forecast attrition, headcount, vacancies, hiring needs, and workforce movement.

Minimum 3 years' experience with coaching, mentoring, and building a high-performing team culture focused on accountability and continuous improvement.

The Following is/are preferred

Master’s degreein Arts/Sciences(MA/MS)in Workforce Planning, Business Analytics, Statistics,Business Administration, Human Resources, or a related field

Minimum 5 years of advanced experience with PeopleSoft Human Capital Management (HCM),Enterprise Resource Planning (ERP) systems, or comparable humanresources information systems (HRIS).

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”).

Equal Employment Opportunity

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.