At the MBTA, we envision a thriving region enabled by a best-in-class transit system. Our mission is to serve the public by providing safe, reliable, and accessible transportation. MBTA’s core values are built around safety, service, equity, and sustainability and each employee that works for the MBTA performs their roles based on our vision, mission, and values. This includes attendance, participation, and contribution in local safety committee meetings as needed.

The Human Resources Business Partner (HRBP), reporting to the Deputy Chief of Workforce Management, is tasked with serving as a trusted advisor and creating cohesion between the areas of support and Workforce Management.  

Workforce Planning: 

• Collaborate closely with business leaders to comprehend staffing requirements and assist in devising comprehensive workforce strategies ensuring alignment with organizational goals.
• Partner with the division leadership on hiring plans, workforce assessments, and support position control for new and backfill positions.
• Assist with any talent reviews/succession plan programs for the assigned areas and ensure that follow up actions are implemented to develop leaders and upgrade talent.
• Pro-actively identify key business issues and the related people, organizational and cultural implications.
• Review requests for new positions, staffing changes and reallocations from areas and provide technical assistance and preparation of substantiating.

Workforce Performance Management: 

• Work closely with leaders on goal setting, evaluations, and coaching initiatives to optimize individual and team performance and foster professional growth within the business unit.
• Guide and support managers through any performance management concerns and related processes.
• Support Learning and Development on any implemented performance management tools and annual goal setting.
• Recommends improvements to goal setting within the units; performance management processes; and learning and development programs.
• Advocate use of performance management and feedback mechanisms to ensure frequent, candid communications with employees. 
• Foster a positive and inclusive work environment by addressing concerns and promoting open communication between employees and management.
• Drive initiatives that support a positive and inclusive work environment that values diversity and promotes a culture of collaboration and innovation.

• Support all Workforce Management related practices while also providing leadership, strategic counsel, advisory and consultative services to support organizational goals and objectives.
• Provide support in all areas of Workforce Management operations to all levels of employees, ensuring a high level of customer service.
• Work with business leaders to facilitate and implement the adoption of various Workforce Management policies and practices.  
• Serve as key Workforce Management representative in change management discussions and aid the areas in implementing any changes to Workforce Management related processes.
• Develop and maintain effective working relationships between Workforce Management and the respective leadership and department heads.
• Successfully liaison between the various Workforce Management areas (i.e., Compensation, Labor Relations, Recruitment) and various business units.
• Ensure adherence to HR policies, procedures, and legal requirements, and providing guidance to stakeholders on pertinent Workforce Management related matters while adapting strategies as per the evolving needs and dynamics of the area.
• Work closely with the Employee Relations team in interpreting trends in employee relations issues; proactively designing and recommending interventions and solutions to facilitate an open, inclusive environment.
• Oversee the offboarding process, including exit surveys and processing separation paperwork.  
• Help in reporting out any requested metrics and reporting to facilitate decision making.
• Provide cross-coverage and back-up support for their HR Business Partner counterparts.
• Perform all other duties and projects that may be assigned.

• Bachelor's degree from an accredited institution in Human Resources or related field.
• Six (6) years of relevant experience as a Human Resources Generalist, HR Business Partner, or similar role.
• Strong interpersonal skills and the ability to collaborate, partner, and build effective working relationships with internal and external partners in a constantly evolving transit environment.  
• Demonstrated knowledge of HR strategy, policies, and processes and their implementation.  
• Sound judgement in complex situations and with multiple stakeholders.
• Proven experience supporting and influencing leaders in the advancement of Inclusion and Diversity strategies and initiatives.
• Demonstrated strategic thinking, leadership capabilities, including people development, goal setting, and performance measurement skills.
• Ability to think through problems, organize information, and identify key factors and underlying causes to generate solutions.

• A High School Diploma or GED with an additional seven (7) years of directly related experience substitutes for the bachelor's degree requirement. 
• An associate degree from an accredited institution an additional three (3) years of directly related experience substitutes for the bachelor's degree requirement. 
• A master's degree in a related subject substitute for two (2) years of general experience. 
• A nationally recognized certification, or statewide/professional certification in a related field substitutes for one year of experience. 

Preferred Experience and Skills

• Experience working in a union environment.
• HR certification preferred (SPHR/SHRM-SCP).

Job Conditions:

• Ability to effectively read, comprehend, communicate, and respond to instructions, orders, signs, notices, inquiries, etc. in English.
• Ability to commute to assigned work locations in the Boston, MA metro area, as required by the role.
• Ability to provide internal and external customers with courteous and professional experiences.
• Ability to work effectively independently and as part of a team (or supervise, if required).
• Ability to uphold the rights and interests of the MBTA while building and maintaining effective relationships with employees and co-workers.
• Ability to adhere to rules, regulations, collective bargaining agreements (if applicable), and policies of the MBTA, including the EEO, anti-discrimination, anti-harassment, and anti-retaliation policies.
• Have a satisfactory work record for the two (2) years immediately prior to the closing date of this posting (unless if current student or recent graduate), including overall employment, job performance, discipline, and safety records (infractions and/or offenses occurring after the closing of the posting and before the filling of a vacancy may preclude a candidate from consideration for selection).
• Ability to pass a Criminal Offender Record Information (CORI) check, comprehensive background screening, and / or medical Clinic screening, potentially including a physical examination and drug and alcohol screenings.
• Ability to work all shifts and / or locations assigned, directed, or necessary for this position, including (for some transit / operations roles) up to twenty-four (24) hours per day, seven (7) days per week as necessary to accommodate severe weather conditions, emergencies, or any other circumstances that may potentially impact service or the safety of service.
• Intern / co-op staff must be enrolled full or part-time in an accredited educational program and maintain a cumulative GPA of at least 2.5 for the entire duration of the internship / co-op. Additionally, interns / co-ops must have valid work authorization and U.S. Social Security Number prior to starting their positions and throughout the duration of their program.

Disclaimers and Definitions:

1. General Disclaimer: The statements contained in this job description are intended to describe a summary, general nature, and complexity of typical job functions and do not represent an exhaustive list of all duties, tasks, and responsibilities required of staff assigned to this position.
2. Application Completion: It is each applicant’s responsibility to ensure application details are entered completely and correctly, including updated work and education histories (past and current). Incomplete applications may not be considered. Attachments do not substitute for application fields. Recruitment team does not have access to existing employee data / history.
3. Application Deadlines: Applicants should apply as soon as possible, as the MBTA may stop considering applicants after a sufficiently large applicant pool is established.
4. Work Environment: The physical demands and work environment characteristics described here-in are representative of those an employee may encounter while performing the essential functions of this job. Reasonable accommodations can be made to enable individuals with disabilities to perform essential functions. See job description for role-specific requirements.
5. Work Eligibility: Although the MBTA is an Equal Opportunity Employer, all employees must be legally authorized to work in the United States for any employer and on an unrestricted basis (the MBTA does not sponsor non-US citizens). However, if you have an unrestricted work authorization, or sponsored by a separate entity, you are welcome to apply for open positions. International students taking part in CPT / STEM / OPT programs through a university are eligible for internships and co-ops with the MBTA, but a valid work authorization and U.S. Social Security Number are required prior to starting work. In compliance with federal law, all persons hired will be required to complete a Form I-9 to verify their identity and eligibility to work in the U.S.
6. Interviews: Candidates should ensure they arrive on time, are prepared, can remain for the duration, and if remote, are in a quiet place without distraction, for the interview. Candidates who do not attend their interview without advance authorization, including an email confirmation of a rescheduled time/date from Human Resources, will be considered a no-show and disqualified from consideration for the position. Related to rescheduling, on a one-time basis, and due to something emergent, you may be allowed to reschedule the interview. In addition, Human Resources may require documentation supporting the request. However, should you need to reschedule, you will need to contact your Recruiter directly by email.
7. Safety Sensitive Positions: Employees working in this classification will be subject to periodic physical examinations plus random drug and alcohol testing.
8. On-call or 24/7 Positions: Employees working in this classification must be available to respond to page / text / call and report to work as determined by assigned department or the Authority.
9. Essential / Emergency Staff: During declared "states of emergency," employees working in this classification are required to report to work for their assigned work hours or as directed by management.
10. ADA Accommodations: The MBTA makes reasonable accommodations for applicants with disabilities. If you require an accommodation during this process, please contact the MBTA's ADA Unit at 617-222-5751 or hradaaa@mbta.com.
11. Diversity, Equity, and Inclusion: The MBTA is an Equal Employment Opportunity Employer. For terms, descriptions, and definitions related to diversity, equity, inclusion, veteran status, and immediate family members that you may find on the application form, please visit mbta.com/careers-app-definitions.
12. Intern / Co-Op / Fellow Benefits: Employees taking part in an internship, co-op, or fellowship at the MBTA are eligible to receive accrued paid sick leave as well as a monthly transportation pass, based on city from which the employee commutes to work, at no cost. However, no additional benefits are currently offered for interns, co-ops, or fellows.