Deputy Director of Practices

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, sustainability, and culture. 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 Deputy Director, Compensation Practices leverages deep expertise in compensation strategy, analytics, and industry knowledge to lead the design, delivery, and communication of the MBTA’s compensation framework and programs. The role ensures alignment between role definitions, leveling, and compensation structure to meet complex business needs, and is responsible for designing, building, and/or re‑building job family architecture to support organizational structure. The role collaborates across all levels of the organization, including HR and senior leadership, to gain alignment and support for market‑competitive strategies.

The Deputy Director oversees data collection and analysis related to market trends, pay equity, and other compensation studies, and ensures all programs comply with local, state, and federal compensation regulations.

• Lead the analysis, design, and administration of the MBTA’s compensation programs, including base pay strategies to drive recruitment, retention, and employee engagement in alignment with organizational goals.
• Design, execute, and oversee complex compensation analytics, including market pricing models, internal equity analyses, compression studies, and scenario modeling to support strategic decision‑making.
• Oversee the design, implementation, and communication of pay structures, salary grades, compensation budgets, and related guidelines.
• Collaborate with key stakeholders to ensure pay decisions support employee engagement while aligning with compensation policies and budgetary constraints by evaluating jobs and leading initiatives to develop, maintain, and refine job family architecture, ensuring alignment between role definitions, leveling, job descriptions, and compensation structure.
• Develop and analyze compensation models and salary structures using advanced statistical and market metrics (e.g., compa‑ratio, range penetration, demographic and trend analysis) to identify risks, anomalies, and data‑driven recommendations for leadership.
• Coordinate compensation survey participation and conduct research and analysis on market competitiveness, pay equity, and industry compensation trends.
• Manage Compensation team performance through setting clear expectations, holding regular 1:1s, providing constructive feedback, and conducting formal performance appraisals.
• Direct and oversee the daily operations of the Compensation team while actively coaching and mentoring staff, and ensuring accurate, timely results; foster a highly collaborative and accountable team culture by guiding strategy, and setting clear priorities, deadlines, and expectations.
• Serve as the co‑administrator for compensation management systems (e.g., ), overseeing configuration and daily operations.
• Respond to each inquiry, whether from a customer, vendor or co‑worker, in a courteous and professional manner.
• Perform all other duties and projects that may be assigned.

• Direct supervision of a team of compensation professionals.

• Bachelor’s degree from an accredited institution
• Five (5) years of progressively responsible experience in Human Resources with a specialization in Compensation, which must include:
• Developing financial models and compensation analyses to support management decisions;
• Designing, building, and/or re‑building job family architecture to support organizational structure;
• Developing and maintaining compensation structures that align with organizational goals and pay equity principles.
• Two (2) years of managerial, supervisory, and/or leadership experience.
• Experience presenting compensation data and influencing data‑driven decision making…