OVERALL DESCRIPTION

The Assistant General Manager (AGM), People and Culture, serves as SEPTA’s senior executive responsible for leading and integrating all aspects of Human Resources, Cultural Competence and Belonging and organizational change. Reporting directly to the General Manager, the AGM provides strategic leadership to ensure SEPTA fosters a workplace that is inclusive, equitable, and aligned with the Authority’s mission, values, and strategic goals.

SPECIFIC RESPONSIBILITIES

• Advances and cultivates a culture of employee wellness, inclusion and belonging access across SEPTA for employees, customers, vendors, contractors and communities.
• Collaborates with senior leadership to align people strategies with business objectives and labor market realities.
• Leads the development and execution of SEPTA’s Culture & Belonging (C&B) strategy.
• Ensures SEPTA’s compliance with the U.S. Department of Transportation (DOT) guidelines for participation by Disadvantaged Business Enterprises (DBEs) and Small Business Enterprises (SBEs) through the development, implementation and monitoring of policies and procedures that will encourage and facilitate participation by DBEs/SBEs in procurement and contracting activities to a level consistent with availability statistics for the relevant geographical market areas.
• Develops and implements communication, marketing, and outreach initiatives in conjunction with internal and external partnerships in support of the Authority’s Customer Service and Sustainability Programs.
• Directs all HR/People & Culture functions including Recruitment, Testing, Compensation & HRIS, Benefits, Medical Services, FMLA, Labor Relations, Employee Relations, and Equal Opportunity.
• Ensures compliance with federal, state, and local laws, including Section 503 of the Rehabilitation Act and VEVRRA.
• Oversees the development and implementation of HR policies and procedures, and programs that enhance employee performance, and retention.
• Leads labor negotiations, grievance processes, contract interpretation, and arbitration.
• Ensures compliance with labor laws and maintain effective relationships with union representatives.
• Oversees recruitment strategies to attract and retain qualified candidates.
• Manages career development and training programs for executive and senior level leadership.
• Oversees employment testing, ensuring validation and compliance for key positions.
• Supervises compensation programs, wage and salary analysis, and performance management/appraisal systems.
• Administers employee benefits and service programs, evaluating utilization and cost effectiveness.
• Analyzes workforce metrics including turnover, manpower planning and employee statistics to inform strategic decisions.
• Oversees strategic implementation of HR analytics, ensuring compliance, accuracy, integrity and security of all employee data within HRIS, establishing and maintaining policies and procedures.
• Ensures HRIS complies with all relevant data privacy regulations and labor laws.
• Oversees the preparation and maintenance of organization charts.

SPECIFIC RESPONSIBILITIES

Continued...

• Oversees the management of all activities within the Medical Services Department, which includes pre-employment physical examinations, periodic check-ups, treatment of work-connected illnesses, and medical surgical care in industrial accident and disease cases
• Conducts all staff studies and present recommendations to the General Manager on HR policies, labor market trends and organizational development
• Responsible for the Division’s operating procedures, record systems, the preparation of periodic reports and summaries to keep management informed on activities.
• Maintains liaison with external organizations and educational institutions to enhance SEPTA’s employer brand.
• Ensures the General Manager and CFO/Treasurer are apprised of significant HR/People and Culture and DEIB issues.
• Conducts staff studies for the General Manager to check and evaluate existing policies, procedural practices, labor market and related economics, manpower planning requirements. Prepares, presents and analyzes projects with recommendations for consideration.
• Complies with all Authority and departmental safety and security policies and procedures as well as all applicable job safety responsibilities. Reports any safety concerns, compromises or hazards affecting operations, the public, self and/or other employees. Responsible for personal safety and is encouraged to promote the safety of others.
• Performs additional tasks, as assigned by the General Manager.

QUALIFICATIONS AND EXPERIENCE

• Bachelor’s Degree required; advanced degree preferred
• Overall experience in the area of Human Resources and change management leadership, which includes five (5) years at a Senior Management/Director level required. Well versed in disciplines, including demonstrated record in promoting successful HR initiatives and employee programs
• Demonstrated success in developing and implementing employee advocacy, strategic planning and cultural stewardship initiatives
• Strong knowledge of Federal, State, city and local laws governing nondiscrimination of employees, applicants, and contractors and mitigation of disproportionate impact/burden to communities.
• Proven experience with people analytics, including how to drive impact in business and employee centered metrics
• Strong communication, analytical, presentation and written/oral communication skills
• Proven ability to build effective relationships across all levels of the organization and with external stakeholders