50 Wolf Road
Minimum Qualifications Bachelor’s degree and ten years of relevant experience.*
*Substitutions: four years of specialized experience or associate’s degree and two years of specialized experience may substitute for bachelor’s degree; J.D. or master’s degree may substitute for one year of specialized experience; Ph.D. may substitute for two years of specialized experience.
• Bachelor’s Degree in Human Resource Management, Multicultural and Diversity Studies, or Business, or similar,
• Additional consideration given for a Master’s Degree in Communications, Multicultural & Diversity Studies, Public or Business Administration, Human Resources, or similar,
• More than 10 years of experience in leadership development, change management, strategic planning, increasing access and equity, and multiculturalism,
• 7+ years of experience successfully managing a robust portfolio of services and complex change initiatives, including workforce planning and analytics, learning and development, talent acquisition, and policy and accountability,
• Self-motivated, project management skills, and the ability to multi-task with various deadlines,
• Demonstrated ability to effectively network, build relationships, and collaborate with various internal and external stakeholders with diverse commitments and needs,
• Demonstrated ability to bring about strategic change, both within and outside an organization, to meet an organization's vision, mission, and goals in a continuously changing environment,
• Ability to provide an inclusive workplace that fosters the development of others, facilitates cooperation and teamwork, and supports constructive resolution of conflicts,
• Creativity & innovation, flexibility, resilience, strategic thinking, conflict management, leveraging diversity, employee development, team building accountability, customer service, human capital management, integrity/honesty,
• The successful candidate will possess great interpersonal, oral, and written communication skills,
• Ability to make decisions that produce high-quality results by applying technical knowledge, analyzing problems, and calculating risks,
• Demonstrated ability to manage human, financial, and information resources strategically, and
• Demonstrated ability to build coalitions internally and with external entities.
Duties Description The Chief People Officer will ensure that the New York State Department of Transportation (NYSDOT) will be well positioned to navigate the future that many anticipate will be impacted by structural workforce shortages nationwide, which are expected to peak in 2032. This executive is responsible for developing and implementing policies and procedures associated with human capital management and the administrative management of workforce assets at the New York State Department of Transportation. This executive will advise the NYSDOT Commissioner and Executive Team on administrative management and human resources matters. The Chief People Officer will plan and implement a strategy for all human capital functions within NYSDOT, including needs identification, optimization of investment levels in workforce relative to other assets, recruitment, retention, career pathing, and training. The Chief People Officer will elevate the recognition of workforce issues to a prominent role within the New York State Department of Transportation’s Executive Team and will serve as a constant advocate for employees and employee related programs and resources.
• Provides policies and guidance regarding staffing, recruitment, classification, pay and leave administration, performance management and recognition, work-life balance, and employee benefits,
• Develop, improve, and implement policies that, to the extent practicable, are informed by employee feedback, including compensation flexibilities available to State agencies where appropriate, to recruit, hire, train, and retain the workforce of NYSDOT,
• Responsible for building the quality and depth of talent necessary to support the New York State Department of Transportation’s mission,
• Responsible for improving capabilities for delivering human resources services,
• Responsible for positively shaping the New York State Department of Transportation’s culture to maintain high levels of employee engagement and commitment,
• Review and approve all employee engagement action plans at NYSDOT to ensure such plans include initiatives responsive to the root cause of employee engagement challenges, as well as outcome-based performance measures and targets to track the progress of such initiatives,
• Oversee agency-level human capital policy, accountability, recruiting, hiring, and internship programs,
• Coordinate activities to increase efficiency across the agency, such as agency-level integration of workforce planning with budgeting and strategic planning,
• Develop and implement strategic workforce planning policies, including leadership development and employee engagement that are consistent with NYSDOT principles, strategic human capital goals, and priorities. Polices will be informed by best practices within the public and private sector and an assessment of the learning and developmental needs of employees in supervisory and nonsupervisory roles across NYSDOT,
• Use performance measures to evaluate, on an ongoing basis, NYSDOT state-wide strategic workforce planning efforts,
• Lead the efforts of NYSDOT for managing employee resources, including training and development opportunities,
• Work to ensure NYSDOT is implementing human capital programs and initiatives and effectively educating leaders in the agency about these programs and initiatives,
• Identify and eliminate unnecessary and duplicative human capital policies and guidance,
• Ensure that employee discipline and adverse action programs comply with the requirements of all pertinent laws, rules, regulations, and State guidance, and ensure due process for employees,
• Provide input concerning the hiring and performance of top leaders throughout NYSDOT, and
• Ensure that all staff at NYSDOT are informed of their rights and remedies.
The candidate will support leadership to help guide the future of the state’s transportation infrastructure and system operations, as well as support the operations, maintenance and renewal needs of a statewide transportation system that encompasses more than 113,000 highway lane miles; more than 17,400 bridges; a 3,500-mile passenger and freight rail network; 485 public and private aviation facilities; 12 major public seaports; and 120 municipally-sponsored public transportation operators.
In addition to Human Resources, the incumbent will provide leadership and oversight in the areas employee safety and health, audit and internal controls, and facility management. Descriptions of each of these areas are below. This oversight extends statewide through the Department’s eleven Regional Administrative Offices. The candidate for this position will also have a leadership role in the Department’s Incident Command System to support emergency transportation operations.
Office of Human Resources
Performs recruitment and hiring activities, provides employee training and development opportunities, administers employee benefits, fosters effective and productive relationships with labor, strives to maintain a consistent approach to the Department’s statewide labor relations activities and to fairly administer labor-management agreements with two public sector unions.
Office of Employee Safety & Health
Promotes and supports a safe and healthful work environment by providing leadership and policy development. Investigates the Department’s motor vehicle crashes and personal injuries. Conducts safety audits of work zones and works with other Programs to deliver continued improvements in work zone safety.
Office of Audit
Performs financial and compliance audits of contracts, conducts engineering consultant pre-award reviews, certifies eligible firms as Disadvantaged Business Enterprises in accordance with Federal regulations.
Oversees facilities owned by Office of General Services (OGS) or private holdings where Department of Transportation occupies or leases space within. Responsible for lease renewals, Tenant Alteration Requests and acts as liaison between the Department and OGS.
Pursuant to Executive Order 161, no State entity, as defined by the Executive Order, is permitted to ask, or mandate, in any form, that an applicant for employment provide his or her current compensation, or any prior compensation history, until such time as the applicant is extended a conditional offer of employment with compensation. If such information has been requested from you before such time, please contact the Office of Employee Relations at (518) 474-6988 or via email at firstname.lastname@example.org.
Some positions may require additional credentials or a background check to verify your identity.
50 Wolf Road
Notes on ApplyingQualified candidates should submit a letter of interest and a current resume, titled by last name, with the Notice Number MO-23-602 and last name in the subject line and referenced in the letter of interest no later than December 20th, 2023.