Location: NYC metropolitan area
Reports to: Executive Director
Transportation Alternatives (TA), New York City's advocate for walking, bicycling, and public transportation, is a 501(c)(3) non-profit organization with an almost-50-year history of fighting for safer streets and better transportation in New York City. TA uses a combination of neighborhood-level grassroots organizing and city-wide advocacy to push for changes in public policy, street design, enforcement, and resource allocation that transform our city’s streets for the better.
Reporting to and working in close partnership with TA’s Executive Director (ED), the Senior Director for People & Operations is responsible for building, developing, and retaining a strong, cohesive, and diverse staff, as well as evolving, creating, and implementing operational systems that position the organization to achieve its goals effectively and efficiently.
The Senior Director for People & Operations leads the development and honing of an innovative approach to TA’s talent functions — including human resources, employee relations, workplace culture, staff structure, recruitment, and policies that support and guide the work of TA’s employees.
This role works collaboratively to develop staff at all levels; to infuse and advance diversity, equity, and inclusion into every facet of the organization’s work; and to maintain and affirm TA’s commitment to becoming antiracist, and creating a supportive, engaging, and inclusive employee experience that allows every team member to thrive.
The Senior Director for People & Operations also manages TA’s finance and internal administrative and operations functions, directly leading the organization’s Finance, Data Systems, and HR staff.
This is an exciting opportunity for a seasoned and innovative operations and talent professional to create and implement new initiatives that support every level of worker within the organization and establish TA as a model for what it means to be an engaging, innovative, inclusive workplace where all employees thrive. The successful candidate will be a strategic, people-centered systems thinker with a solid background and experience in non-profit administration and operations, and will understand how to engage and lead a hard-working and passionate team of professionals with widely varying backgrounds, experiences, and goals.
Specific Responsibilities Include:
Talent Development & Management
- Working closely with the ED and as part of the Executive Team, bring HR and talent expertise, guidance, and decision-making to all strategic deliberations, providing insightful, innovative thinking and problem solving to key issues and embedding diversity, equity, and inclusion competencies throughout the organization
- Develop and manage all aspects of TA’s HR and talent functions and operations including organizational design, culture, policies and procedures, compensation and benefits, performance and promotion management, and professional development, all with a focus on diversity, equity, and inclusion
- Manage effective recruitment and onboarding processes with a focus on diversity, equity, and inclusion that consistently identify and secure high-potential talent committed to TA’s mission and core values, and which successfully integrates and sets new employees up for success
- Create practices and programs for cultivating and supporting leaders at all levels in the organization, including staff learning and development opportunities, especially for people managers
- Develop strong relationships with employees across the organization to seek input, problem solve, inform, and ensure voices are heard and employee needs are met
- Partner with managers to effectively resolve employee issues
- Generate and analyze HR metrics and data to recommend solutions to enhance talent management and organizational performance
- Maintain knowledge of trends, best practices, regulatory changes, and new technologies in HR, talent management, and employment law, and review and modify policies and practices to ensure compliance with federal, state, and local employment laws, regulations, and best practices
Organizational Leadership & Culture
- As a member of the organization’s senior leadership team, partner with senior staff and board leadership to create and execute short- and long-term organizational goals and strategies
- Manage the creation of, and adherence to, the organization’s annual operating budget and staffing plan
- Continue building a high-performing and stable culture of trust, accountability, collaboration, transparency, and fun in which all employees feel welcome, appreciated, and have equal access to opportunity
- Drive a sense of community, encouraging employees to collaborate, learn, create, and innovate together
- Enhance organizational culture by modeling excellence and innovation, fostering cross-team collaboration, giving and receiving feedback openly and often, and exhibiting an understanding, sensitivity, and responsiveness to cultural differences present in employees
- Lead, coach, and mentor the HR, Finance, and Data Systems staff to deliver high quality and responsive support to the organization
Systems Development & Management
- Manage and evolve current systems for planning and tracking programs and staff assignments, and implement new technological solutions to streamline operations and programs to meet the evolving needs of the organization
- Ensure programmatic and operational systems are structured to allow for consistent execution while being nimble enough to enable TA to be responsive to new opportunities
- Serve as the central owner of organizational reports and dashboards, maintaining and evolving them to ensure progress toward goals, accuracy and that current data is available for leadership and board decision making
- Manage TA’s internal communications systems
- Identify needs for operational growth/enhancement, including assessing costs, executing initiatives, and driving adoption
- Continue building an organizational culture of tech, web, and design innovation to support strategic organizational goals and vision
Qualified candidates will bring with them:
- Solid background in non-profit finance and administrative management
- 7+ years of experience in people operations, including direct experience leading HR teams with full responsibility for employee lifecycle management -- HR certification is preferred, but not required
- Working knowledge of HR compliance at both the federal and state level, and experience working with both union and non-union staff
- Systems-level approach to organizational development, change management, and continuous improvement related to HR systems and processes -- the capacity to understand the symptoms of a challenge and design solutions that address the underlying issue(s)
- Strong leadership and people management skills and a demonstrated ability to lead complex and diverse teams to achieve ambitious results
- Ability to form effective relationships and achieve influence across the organization with superior communication and negotiation skills
- High degree of emotional intelligence, strong interpersonal skills, and the ability to garner the trust of a team -- especially across lines of difference -- and lead staff through processes that build alignment and trust, particularly on high-stakes organizational decisions or moments of extreme tension; a calming force that helps reduce and avoid unnecessary conflict
- Experienced trainer who can onboard and train employees on new processes and systems and drive adoption and accountability of those systems
- Commitment to social justice and antiracism, and a nuanced understanding of the ways in which TA’s work intersect with race and equity
- Strong working knowledge of operational and technology solutions that support non-profit and advocacy organizations; experience with Salesforce, online fundraising and advocacy tools, and the Microsoft Office and Google suites
- Enthusiasm for and demonstrated commitment to TA’s mission
Please send a resume and a cover letter to email@example.com with “Senior Director for People & Operations” in the subject line.
Transportation Alternatives is committed to workplace diversity and inclusion. We are an equal opportunity employer and do not discriminate on the basis of race, ethnicity, age, religion, gender, gender identity, marital status, sexual orientation, disability, veteran status, political orientation or any other characteristic protected by federal state or local law. We value having diverse staff in gender, ethnicity, background and modal preference. BIPOC and LGBTQIA+ candidates are strongly encouraged to apply.