Workforce Availability Manager

The Maryland Transit Administration (MTA), an agency within the Maryland Department of Transportation (MDOT), is seeking a Workforce Availability Manager responsible for the strategic and operational oversight of employee availability programs that directly impact MTA's ability to deliver safe, reliable, and continuous transit service.

This role reports to the Deputy Director of Human Resources and is responsible for advising management regarding the administration of sick and other leave provisions, policies, and procedures for represented employees, as well as leave policies and procedures for non-represented and managerial employees, as needed.

The position serves as a critical liaison between Human Resources and Operations and will advise and assist in taking appropriate action regarding time and attendance and other leave of absence related issues.

Primary Job Responsibilities:

Workforce Availability & Leave Management

• Responsible for leading the administration, coordination, and compliance of all leave of absence and return-to-work programs across MTA. This includes oversight of the Family and Medical Leave Act (FMLA), return to work (RTW), State Medical Examiners Referrals, Fit for Duty determinations (workability), Leave Bank, Parental Leave, and other Sick Leave options (e.g. Advanced Sick Leave, Extended Sick Leave, and Sick/Safe Leave)

• Ensure consistent application of leave policies, CBAs, state/federal law, and MTA directives.

• Monitor leave trends, absenteeism, and availability risks impacting operations.

• Design, Develop, Implement and continue to enhance an overall FMLA management procedure in accordance with Federal Regulations and State/MDOT policy Generate and distribute related reports.

• Program Leadership & Governance

• Formulate, implement, and manage programs to monitor, audit, investigate, and address employee fraud, malingering, chronic absenteeism, and sick leave abuse.

• Advise management on the proper and consistent implementation and administration of applicable contract provisions and policies, and employee availability issues.

• Develop, maintain, and enforce SOPs, workflows, and service-level standards for workforce availability programs.

• Serve as the subject-matter expert on leave-related policy interpretation and complex case resolution.

• Partner with Legal and Labor Relations on grievance responses, arbitration preparation, and compliance matters.

Operational & Cross-Functional Coordination

• Collaborate closely with Operations leadership to support workforce planning and mitigate service impacts.

• Coordinate with Payroll, HRIS, and Operations to ensure accurate coding, timekeeping, and pay outcomes.

• Work with Worker's Compensation, EEOC/ADA, Risk & Safety, and medical providers on certifications, restrictions, and RTW planning.

• Partner with operations to review, research, respond, and resolve time and attendance related disciplinary and contractual interpretation cases, related complaints, and information requests.

• Conduct weekly staff meetings, review data and develop reports regarding activities within the division to support reducing absenteeism and increasing workforce availability

Data, Reporting & Systems

• Maintain accurate case logs, dashboards, and management reports related to leave usage, trends, and risk exposure.

• Leverage MTA systems (HRIS, ADP, Trapeze) to optimize leave tracking, workflow automation, and data integrity.

• Use data to inform executive decision-making and workforce planning strategies.

Manager/Employee Training & Development

• Develop and conduct training for all levels of management regarding coordination of ADA Reasonable Accommodations, Leave Bank, Accident Leave, EAP, FMLA, etc.

• Provide management training and access to the FMLA database (OHMS) in order to decrease absenteeism through early detection and procedure enforcement.

• Conduct town hall meetings with employees to educate about their rights under the FMLA and to discuss the rights of management related to recertifications and consequences of fraudulent information.

Preferred Qualifications

• Bachelor's degree in Human Resources or Business Administration
• Experience in public sector, transportation, or safety-sensitive operations.
• Supervisory or people-management experience.
• HR certifications in FMLA, Absence Management, or Leave Administration.
• Demonstrated experience administering FMLA, ADA, and Workers' Compensation in a unionized environment.
• Strong working knowledge of federal and state employment laws, including FMLA, Worker's Compensation, and ADA.
• Strong investigative and critical thinking skills
• Experience collaborating with operations, legal, payroll, and medical partners.
• Proven ability to manage sensitive, high-risk employee cases with discretion and professionalism.

Employees in this classification may be assigned duties which require the operation of a motor vehicle. Employees assigned such duties will be required to possess a motor vehicle operator's license valid in the State of Maryland.

Managers should foster a positive safety culture by leading with integrity and establishing departmental safety practices and procedures for all employees. Managers should attend and participate in safety meetings and adhere to and enforce all safety rules, policies, regulations, and personal protective equipment requirements to support a safe and healthy working environment. Ensure employees are properly trained and provided with personal protective equipment to conduct their job functions in a safe manner. Report hazards, unsafe acts, near misses, injuries, and accidents immediately to the Office of Safety. Collaboratively work to mitigate reported hazards in a timely manner. Conduct safety risk assessments and/or job hazard analyses as needed.

To support a safe and healthy work environment, employees must refrain from willful violations of safety rules and procedures, reckless and negligent behavior, involvement in criminal activities, and the misuse of drugs or alcohol. Failure to adhere to this requirement may be subject to disciplinary action up to and including termination. May only perform work for which they have the appropriate safety training.

To Apply:

You must complete a Maryland Department of Transportation (MDOT) application (Form DTS-1) to be considered for this recruitment. Resumes may not be substituted for the application. Consideration for employment may be based solely on the contents of your application; therefore, it is essential that the application is filled out completely and accurately, listing all relevant experience in detail and addressing the specific requirements shown above. Please include all relevant experience on your application. This includes, but is not limited to, full or part time, volunteer, military, acting capacity, or any other experience that is relevant to the position you are applying for within MDOT, one of the Transportation Business Units, or the Authority.

Note: Applications not completely filled out will not be considered. The selected candidate may be subject to background and reference checks. Employees are subject to the State Substance Abuse Policy to include possible drug testing.

It is highly recommended that applications be completed and submitted online by registering at www.mdot.maryland.gov/employment. Make sure you meet the minimum and selective qualifications and follow the instructions on MDOT's Online Employment Center website.
Applicants with degrees granted outside of the United States will be required to provide a written evaluation of education documentation by a credentialing organization such as: International Credential Evaluation (WES), https://www.wes.org/.

Reasonable accommodation for persons with disabilities will be provided as requested.

The incumbent in this position is not a member of a covered bargaining unit.

The Maryland Department of Transportation is not sponsoring new employees in application of the H-18 Visa at this time due to budgetary constraints. All applicants must be legally authorized to work in the United States under the Immigration Reform and Control Act of 1986. Federal regulations prohibit H1B Visa candidates from paying sponsorship fees; all sponsorship fees must be assumed by the potential employer.

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WE ARE AN EQUAL OPPORTUNITY EMPLOYER

MTA does not discriminate based on age, ancestry, color, creed, gender identity or expression, genetic information, marital status, mental or physical disability, national origin, race, religious affiliation, belief or opinion, sex, or sexual orientation, or any other protected status.

Posted Date: 2/2/26