Senior Director, Development

### Description *Position at MTA Headquarters* | JOB TITLE: | Senior Director, Development | | --- | --- | | DEPT/DIV: | 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: | $145,615 - $182,019 | | 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 Director of Development is a member of the People team and leads organizational design and enterprise-wide learning strategies for a workforce of approximately 70,000 employees, spanning represented and non-represented populations across administrative and operational functions in a multi-agency environment. This role is accountable for architecting scalable frameworks, systems, and governance models that align organizational structure with strategic priorities and foster a culture of continuous learning and adaptability. The Senior Director serves as a subject matter expert in Organizational Design and Learning & Development, driving customized strategies for segmented cohorts, leveraging advanced technology platforms, and ensuring measurable impact through robust assessment and tracking methodologies. Responsibilities: - Lead an evolving and robust programmatic and communication strategy for leadership development at scale, incorporating segmentation by cohorts (e.g., emerging leaders, mid-level managers, executives) to deliver customized learning experiences, tools, and methodologies in response to short and long-term organizational goals. - Drive, develop, and execute enterprise-wide leadership development strategies collaboratively across teams and departments, including professional and leadership development, succession planning, and other programs, including executive coaching, to support business objectives and agility across the agencies. Design and deliver programs for various levels of leadership from entry-level managers to C-Suite positions. - Implement assessment models for staff development and succession planning, ensuring individual development plans (IDPs) and leadership pipelines are informed by data-driven results. Utilize advanced evaluation frameworks to identify readiness, track progress, and strengthen leadership capabilities across all levels of the organization. - Engage stakeholders across the enterprise to align development initiatives with strategic priorities, fostering collaboration and breaking down silos to ensure enterprise-wide impact, and ensure that programs align with business needs and organizational goals/strategies. Support enterprise-wide change management initiatives and ensure a culture of continuous learning and development. Drive workforce development training and analysis. - Design and implement ongoing governance, measurement, and tracking tools and frameworks to establish KPIs and measure effectiveness and impact of all learning and development initiatives, leveraging advanced evaluation models )e.g., Kirkpatrick, Phillips ROI, CIPP, LTEM) and aligning measurement frameworks with organizational objectives and business outcomes. Continuously refine methodologies to ensure programs deliver value, provide executive-level visibility, and inform decision-making. Uses data to report o…