Job Description

About the Role

The Human Resources Department at the Port Authority of New York & New Jersey is seeking an innovative talent management leader to serve as Manager, Talent Strategies & Development. Reporting to the Program Director, Talent Management & Development, this role will lead the strategy, design, and delivery of enterprise talent management initiatives that support the agency’s mission, strengthen leadership capability, enhance employee engagement, support the agency's long-term workforce needs and align with a Human Capital Strategic Plan. This role combines strategic leadership with hands-on execution. The Manager will partner closely with HR leadership, HR Business Partners, Labor Relations, and agency leaders to modernize talent practices, expand career development opportunities for both represented and non-represented employees, and foster a culture of continuous learning, accountability, and professional growth. A key priority will be to transform the agency's portfolio of talent programs into an integrated talent strategy that includes onboarding, employee engagement, performance management, career development, leadership development, coaching, and succession planning. Particular emphasis will be placed on ensuring talent programs are responsive to the unique needs of both represented and non-represented members of the workforce. The Manager will use workforce data, employee and manager feedback, and industry best practices to drive continuous improvement and ensure talent initiatives deliver measurable business impact.

Responsibilities

The Manager will be responsible for, but not limited to:

• Develop and implement enterprise talent management strategies that strengthen leadership capability, employee engagement, and organizational effectiveness.
• Lead the design, implementation, and continuous improvement of programs supporting onboarding, performance management, career development, leadership development, succession planning, and executive coaching.
• Partner with HR Business Partners and agency leaders to assess organizational talent, identify leadership risks, and build diverse succession pipelines.
• Develop and implement the agency's Core Competency Framework aligned with strategic priorities.
• Oversee employee engagement initiatives, including engagement and pulse surveys, recognition programs, exit interview analytics, and external partnerships.
• Leverage workforce data and analytics to measure program effectiveness, identify trends, and provide actionable recommendations to senior leadership.
• Advance consistent, high-quality performance management practices through standardized processes, tools, and manager capability building.
• Design and administer leadership assessments and feedback tools, including 360-degree feedback and other leadership effectiveness measures.
• Lead the design and delivery of an enterprise onboarding experience that supports employee success throughout the first year of employment.
• Drive change management, strategic communications, and stakeholder engagement to ensure successful adoption of talent initiatives.
• Research and implement emerging talent management best practices and innovative solutions that enhance employee development and organizational performance.
• Develop, coach, and lead a high-performing team while fostering collaboration across the Human Capital organization.

Minimum Qualifications

• Candidates must present the following qualifications to be considered for this position:
• Bachelor's degree in Human Resources, Organizational Development, Industrial/Organizational Psychology, Business Administration, or a related field.
• Eight to ten years of progressively responsible experience in talent management, organizational development, leadership development, learning and development, HR business partnering, or a related discipline.
• Minimum of five years of experience leading, developing, and coaching professional staff.

Desired Qualifications

• The ideal candidate will demonstrate: Master's degree in Human Resources, Organizational Development, Industrial/Organizational Psychology, Business Administration, or a related field.
• Experience leading talent management initiatives in a large, complex, matrixed, or unionized organization.
• Demonstrated experience designing, implementing, and continuously improving enterprise talent management programs, such as performance management, succession planning, leadership development, career development, and employee engagement.
• Proven ability to partner with senior leaders to influence talent strategy, lead organizational change, and achieve business outcomes.
• Experience using workforce data, metrics, and analytics to evaluate program effectiveness and drive continuous improvement.
• Demonstrated success managing multiple complex initiatives and collaborating across a diverse stakeholder environment.
• Strong communication, facilitation, presentation, and relationship-building skills.
• Experience implementing talent management technology or learning platforms.
• Strategic, analytical, and pragmatic problem-solving skills, with the ability to balance long-term vision and operational execution.
• Experience using talent, engagement, and performance data to drive decision-making and program improvements.
• Exceptional project management and organizational skills, with the ability to manage multiple priorities in a complex environment.
• Comfort operating in ambiguous situations and leading through change.
• Strong leadership skills, including the ability to motivate, develop, and manage diverse teams and partners.
• SHRM-SCP, SPHR, CPTD, Prosci Change Management, or other relevant professional certification.

Selection Process

The application process varies by position, but typically includes an initial phone interview for qualified candidates, followed by a more in-depth interview(s) and/or assessment(s). Selected candidates who are made a conditional job offer will be asked to undergo a background check.

Compensation, Benefits & On-Site Collaboration Requirements

In accordance with Port Authority policy, this position permits employees to work remotely a maximum of one day per week, subject to operational and business needs.

​The Port Authority of New York and New Jersey anticipates that the actual salary offered to a successful candidate will depend on aspects such as experience, knowledge, skills, abilities, and internal factors.

The expected compensation range for this role is:​ ​Minimum: $132,964 Midpoint: $172,867 Maximum: $212,758

The Port Authority of New York and New Jersey offers a competitive benefits package and a professional environment that supports development and recognizes achievement.​

Click here for more information about benefits, our culture, and career development opportunities.​