We are the Metropolitan Council, the regional government for the seven-county Twin Cities metropolitan area. We plan 30 years ahead for the future of the metropolitan area and provide regional transportation, wastewater, and housing services. More information about us on our website.
We are committed to supporting a diverse workforce that reflects the communities we serve.
Metro Transit is one of the country's largest transit systems, employs more than 3,000 people, and provides more than 80 million rides a year through an integrated network of buses, light rail and commuter trains, as well as resources for those who carpool, vanpool, walk or bike in the Twin Cities.
How your work would contribute to our organization and the Twin Cities region:
The Director, Operations Training & Workforce Development, will lead the creation of unified operations training, onboarding, workforce development, and employee readiness team. This position will be the strategic leader in bringing together these functions within one team, while ensuring a close connection to the teams and people they serve. The position ensures operations employees are prepared, qualified, and developed to safely and effectively deliver transit services, and that the operations team has a high-quality and consistent training and workforce development arm throughout the team
This role oversees operational training programs, onboarding systems, apprenticeship pathways, leadership development initiatives, and workforce advancement strategies supporting Metro Transit’s long-term operational and workforce needs.
The Director ensures training and workforce development programs align with operational priorities, labor agreements, regulatory requirements, safety standards, and organizational goals while promoting workforce sustainability, innovation, and continuous improvement.
Anticipated Starting Salary Range (DOQ*): $150,000-$190,000
Full Salary Range: $134,971.20-$219,128.00
Create a Unified Operations Training and Workforce Development Team
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Operations training and workforce functions exist throughout operations—maintenance, transportation, materials management, facilities and more
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As Metro Transit continues to grow in size and complexity, there is a plan to unify these teams to ensure a cohesive, best-in-class training and workforce development team
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This will require strategy, vision, communication, change management and organizational development experience.
Provide Strategic Leadership for Operations Training
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Lead enterprise-wide operations training programs supporting safe, compliant, and effective workforce performance.
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Develop and implement training strategies, standards, policies, and curriculum for operations, maintenance, facilities, onboarding, and leadership development programs.
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Evaluate training effectiveness using operational data, workforce outcomes, and performance metrics.
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Ensure compliance with applicable federal, state, and industry regulations including FTA, FRA, OSHA, EPA, and CDL requirements.
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Lead modernization of training systems and instructional methods including simulation technology, learning management systems, and blended learning strategies.
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Partner with internal partners to align training and workforce development programs with organizational needs.
Oversee Operations Onboarding and Workforce Readiness
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Direct onboarding and workforce readiness programs for operations employees including operators, technicians, facilities staff, supervisors, and leaders.
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Collaborate with Talent Acquisition and operational leadership to forecast hiring needs and coordinate onboarding and training schedules.
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Ensure onboarding materials, qualification standards, and safety information remain accurate and current.
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Oversee qualification tracking, readiness assessments, recertification requirements, and training documentation systems.
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Evaluate and improve onboarding processes to support employee preparedness and operational readiness.
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Support operational staffing and workforce readiness through effective onboarding and training coordination.
Lead Workforce Development and Employee Advancement Strategies
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Develop and implement workforce development strategies supporting employee development, succession planning, and workforce sustainability.
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Oversee workforce development programs including apprenticeships, mentoring, internships, certifications, career pathways, and leadership development initiatives.
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Collaborate with Human Resources, labor partners, and operational leadership to identify workforce needs and implement employee development solutions.
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Establish employee advancement pathways and leadership pipelines supporting workforce retention and organizational growth.
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Partner with educational institutions, workforce agencies, and community organizations to support workforce pipelines and recruitment initiatives.
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Evaluate workforce development programs to ensure effectiveness and alignment with organizational goals and labor agreements.
Direct Division Operations and Staff Management
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Maintain systems supporting employee qualifications, certifications, recertifications, and regulatory compliance requirements.
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Conduct quality assurance reviews of training curriculum, instructional methods, training programs, and instructor performance.
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Partner with Safety and operational departments to integrate safety protocols and regulatory requirements into training programs.
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Develop and manage annual operating and capital budgets for the division.
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Oversee training facilities, vehicles, simulators, equipment, instructional technology, and other division assets.
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Respond to regulatory audits, reviews, and compliance inquiries and implement corrective actions as necessary.
Ensure Compliance, Safety, and Resource Management
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Maintain systems supporting employee qualifications, certifications, recertifications, and regulatory compliance requirements.
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Conduct quality assurance reviews of training curriculum, instructional methods, training programs, and instructor performance.
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Partner with Safety and operational departments to integrate safety protocols and regulatory requirements into training programs.
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Develop and manage annual operating and capital budgets for the division.
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Oversee training facilities, vehicles, simulators, equipment, instructional technology, and other division assets.
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Respond to regulatory audits, reviews, and compliance inquiries and implement corrective actions as necessary.
Lead Cross-Agency Collaboration and Continuous Improvement
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Collaborate with Operations leadership, Human Resources, Labor Relations, Talent Acquisition, Safety, Equity & Inclusion, and Technology departments on workforce and training initiatives.
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Partner with executive leadership to align workforce development strategies with organizational priorities and operational needs.
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Serve as Metro Transit’s subject matter expert on operational training, workforce readiness, and employee development strategies.
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Provide reports, presentations, recommendations, and strategic updates to leadership and organizational stakeholders.
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Build and maintain collaborative relationships with labor partners, educational institutions, workforce agencies, and industry organizations.
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Promote innovation and continuous improvement through modern training technologies, operational data, and industry best practices.
Union(s): Non-Rep, Grade M
FLSA Status: Exempt
Safety Sensitive: No
Working Conditions:
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Office-based
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Periodic after-hours and weekend availability for hiring and training events, incident escalations or major service disruptions
What steps the recruitment process involves:
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We review your minimum qualifications.
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We request your Work Record Evaluation (ATU employees only)
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We rate your education and experience.
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We conduct a structured panel interview.
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We conduct a selection interview.
Once you have successfully completed the steps above, then:
If you are new to the Metropolitan Council, you must pass a drug test (safety sensitive positions only), and a background check which verifies education, employment, and criminal history. A driving record check and/or physical may be conducted if applicable to the job. If you have a criminal conviction, you do not automatically fail. The Metropolitan Council considers felony, gross misdemeanor and misdemeanor convictions on a case-by-case basis, based on whether they are related to the job and whether the candidate has demonstrated adequate rehabilitation.
If you are already an employee of the Metropolitan Council, you must pass a drug test (if moving from a non-safety sensitive position to a safety sensitive position) and criminal background check if the job you're applying for is safety sensitive, is a supervisory or management job, is in the Finance, Information Services, Audit, or Human Resources departments, or has access to financial records, files/databases, cash, vouchers or transit fare cards. A driving record check and/or physical may be conducted if applicable to the position.
PD/TCC postings that require fingerprinting:
If you are new to the Metropolitan Council,you must pass a drug test (safety sensitive positions only), and a background check which verifies education, employment, and criminal history. All applicants' background checks and fingerprints must be cleared by the Bureau ofCriminalApprehension in order to be a user of their CJIS system. Failure to be cleared by BCA will automatically nullify any job offer extended. A driving record check and/or physical may be conducted if applicable to the job. If you have a criminal conviction, you do not automatically fail. The Metropolitan Council considers felony, gross misdemeanor and misdemeanor convictions on a case-by-case basis, based on whether they are related to the job and whether the candidate has demonstrated adequate rehabilitation.
If you are already an employee of the Metropolitan Council, you must pass a drug test (if moving from a non-safety sensitive position to a safety sensitive position) and criminal background check if the job you're applying for is safety sensitive, is a supervisory or management job, is in the Finance, Information Services, Audit, or Human Resources departments, or has access to financial records, files/databases, cash, vouchers or transit fare cards. All applicants' background checks and fingerprints must be cleared by the Bureau ofCriminalApprehension in order to be a user of their CJIS system. Failure to be cleared by BCA will automatically nullify any job offer extended. A driving record check and/or physical may be conducted if applicable to the position.
IMPORTANT: If you make a false statement or withhold information, you may be barred from job consideration.
The Metropolitan Council is an Equal Opportunity, Affirmative Action, and veteran-friendly employer. The Council is committed to a workforce that reflects the diversity of the region and strongly encourages persons of color, members of the LGBTQ community, individuals with disabilities, women, and veterans to apply.
If you have a disability that requires accommodation during the selection process, [email protected].
