Director, Compensation - MTA, State of New York (Multiple Positions)

15 Jul 2021 8:24 AM | Susan Mathew (Administrator)


This position is responsible to assist with the development and management of all compensation programs across the MTA. Participates in the development of the compensation strategic plan, and long-term and short-term goals. The role leads a team responsible for the review and approval of
all discretionary salary actions for new hires, promotions, and transfers of non-represented staff across all MTA agencies. The role is also responsible for the review and approval of all represented staff wage adjustments
across all MTA agencies including but not limited to; negotiated wage increases, special payments, and wage progressions.

Assists in the development of innovative and flexible compensation programs and plans to address the business need of the organization. Responsible to ensure the appropriate classification and accurate evaluation of all non-represented positions. Works with and provides guidance to People
department staff and department heads on the development/revision of organizational structures, job descriptions, evaluation of roles, accurate and timely assessments, and information and guidelines pertaining to all wages, rates and special payments ensuring a fair and consistent application of
compensation policy.


  • Directs the management and implementation of compensation programs for the MTA. Assists with the strategic planning and development of long-term and short-term goals.
  • Establishes and manages goals and priorities. Keeps abreast of competitive trends in compensation and makes recommendations for changes to salary policy and administrative procedures. Monitors the effectiveness of such programs and recommends modifications, as required.
  • Performs job analysis. Recommends/establishes appropriate position worth via Hay point evaluation process and appropriate salary ranges/rates of pay. Responsible for job description development, evaluations, surveys and related compensation issues and data.
  • Directs and manages compensation analysis and the creation and maintenance of compensation reports and queries. Ensures the accuracy and maintenance of compensation data.
  • Assists with the review and research of department organization structures and requests for organization changes/developments/re -organizations.
  • Oversees the accuracy and preparation of data and participates in surveys.
  • Administers and determines salaries and/or hourly rates of new hires and internal promotions. Determines exemption status to ensure compliance with legal regulations.
  • Oversees the review and approval of all discretionary salary recommendations for promotions and transfers of non-represented staff for all MTA agencies.
  • Oversees the review and approval of all represented staff wage adjustments across all MTA agencies including but not limited to; negotiated wage increases, special payments, and wage progressions.
  • Performs special projects (i.e., NYS Public Data Requests, Agency Salary Requests, etc.).
  • Participates in the development of compensation policy. Develops and administers special compensation plans and procedures as required.
  • Attends meetings in place of Director, acts as backup.
  • Direct and manage compensation activity, providing consultative services to the People department and MTA departments heads and managers on individual salary treatment, policies, and procedures ensuring agency-wide consistency and efficiency.
  • Directs and manages short and long-term projects in a variety of capacities, including the administration of compensation programs.
  • Manages compensation trends, issues and develop appropriate programs to address issues or potential issues.
  • Select, develop and motivate personnel within the department. Provide career development for subordinates. Provide prompt and effective coaching and counseling. Responsible for discipline/termination of employees when necessary. Review performance of staff. Create a professional environment that respects individual differences and enables all employees to develop and contribute to their full potential.
  • Other assignments as requested by Senior Management.

•   Working knowledge of HRIS, preferably PeopleSoft, or a comparable system.
•   Proficiency in Excel to include Pivot tables, working with formulas, and VLOOKUP preferred.
•  Must possess knowledge of relevant federal and state wage and salary laws and regulations.
•  Must possess proven, effective leadership, management, problem solving, planning, organizing, decision making skills with creativity abilities to identify and resolve related issues and find solutions as well as establishing preventative measures for future occurrence, analytical and judgment skills.
•  Must possess strong interpersonal skills and the ability to deal effectively in a team environment and with all levels of management.
•  Must possess ability to work independently and in a fast-paced, challenging environment.
•  Effective communication, human relations, presentation, coordination and negotiating skills. Must be able to handle multiple, diverse activities simultaneously.
•  Proven ability to build effective partnership relationships with department heads and managers, establish strategic direction/change, and to effectively influence and mediate issues.
•  Must be a seasoned HR professional with a high degree of professional integrity and discretion.

Education and Experience:
•  Bachelor's Degree in Human Resources, Business or related field or an equivalent combination of education and experience may be considered in lieu of a degree.
•  A minimum of seven years of strong, broad-based compensation experience which includes, but is not limited to, experience in administering compensation programs including performing salary surveys,  job evaluation/classification, FLSA designations, internal compensation analysis,
developing job descriptions and designing organizational structures.
•   Prior supervisory and/or leadership ability required.

•   World at Work Compensation Certification
•   HRCI Certification
•   Knowledge of the Hay job classification system

Other Information
As an employee of MTA Headquarters, you may be required to complete an annual financial disclosure statement with the State of New York, if your position earns more than $101,379 (this figure is subject to change) per year or if the position is designated as a policy maker.

How To Apply
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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.

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