Director of People and Culture

Department: Charlotte Area Transit System Department
Salary: $160,095.00 - $230,136.84 Commensurate with Experience

Thank you for your interest in joining the team that keeps Charlotte moving, at a very exciting time for our organization. At the Charlotte Area Transit System (CATS), we’re committed to delivering safe, reliable, and innovative transit services for our growing community, and we value employees who bring professionalism, passion, and a commitment to public service.

This position is currently employed by CATS, a department of the City of Charlotte. With the passage of the PAVE Act and last year’s sales tax referendum, CATS is preparing to transition from a City department to the newly created Metropolitan Public Transit Authority (MPTA). The MPTA was established to strengthen regional transit governance, improve accountability, and support long‑term investment in mobility. It’s an important and exciting step forward for transit in our region.

Employees hired into this role will remain City employees through December 31, 2026, and will transition to MPTA employment on January 1, 2027. Benefits and compensation will follow City provisions through 2026 and shift to MPTA provisions in 2027, with clear information shared in advance. Your core duties, reporting structure, and daily responsibilities will remain consistent, with no break in service. If anything delays the transition, your City employment, including compensation and benefits, will remain in place until the move to the MPTA occurs.

The creation of the MPTA positions us for a more modern, sustainable, and efficient transit system, one that can better support the Charlotte region for decades to come. We’re excited about what’s ahead and appreciate your interest in being part of it.

SUMMARY
The Director of People and Culture serves as the executive leader responsible for shaping and advancing the organization’s workforce strategy, human resources operations, and organizational development. Reporting to the Chief Administrative Officer, the Director provides enterprise‑level stewardship over the policies, programs, and systems that enable a safe, effective, and high‑performing transit workforce. This role ensures that talent strategies, leadership development, HR service delivery, and employee support initiatives align with the organization’s mission, operational priorities, and long‑term organizational objectives.

The Director sets the strategic direction and governance framework for the People and Culture portfolio, providing executive oversight of Human Resources Administration and Workforce and Organizational Development. The position ensures cohesive, consistent, and legally compliant workforce practices across the agency, including employee relations, HR operations, workforce capability-building, and leadership development.

Operating through subordinate leaders, the Director establishes organizational structures, performance expectations, and accountability systems that promote workforce stability, employee engagement, and leadership effectiveness. As a senior advisor to executive leadership, the Director offers guidance on workforce strategy, organizational effectiveness, and talent‑related risks. The role ensures that People and Culture programs evolve responsibly to meet operational demands, regulatory requirements, and the long‑term sustainability of the organization.

Main Duties and Responsibilities

People and Culture Strategy and Organizational Leadership

- Provides executive leadership for People and Culture, including HR operations, workforce development, and organizational effectiveness.
- Converts agency priorities into workforce strategies, programs, and measurable outcomes.
- Ensures workforce policies and programs support safe, reliable, customer‑focused transit operations.
- Establishes performance expectations, accountability structures, and service standards aligned with agency goals.
- Exercises decision‑making authority within established governance, policy, and budget frameworks.

Human Resources Operations Governance

- Provides executive oversight of HR Administration functions including employee relations, talent acquisition, payroll and HRIS operations, leave administration, compliance activities, and HR service delivery.
- Ensures consistent application of employment policies, procedures, and regulatory requirements across the organization.
- Establishes governance structures that promote efficiency, accountability, and service consistency in HR operations.
- Monitors operational risks related to workforce management and directs corrective strategies when necessary.
- Ensures HR services effectively support operational divisions and workforce needs.

Workforce Development and Organizational Capability

- Leads enterprise workforce development and organizational effectiveness strategies that strengthen employee capability, leadership readiness, and career mobility.
- Directs development and implementation of onboarding, training, leadership development, and workforce planning initiatives.
- Ensures workforce programs align with operational priorities and long-term organizational sustainability.

- Advances continuous improvement of learning systems, development pathways, and employee experience initiatives.

Workforce Risk, Compliance, and Employee Relations Oversight

- Maintains executive accountability for employment compliance and workforce risk management.
- Provides oversight of complex employee relations matters, investigations, and corrective action frameworks.
- Partners with Legal, Risk Management, and HR leadership on high‑risk issues.
- Escalates critical workforce risks and recommends mitigation strategies.

Talent Strategy and Workforce Planning

- Establishes enterprise talent strategies for recruitment, retention, succession planning, and workforce sustainability.
- Oversees HR Business Partner alignment with operational divisions.
- Uses workforce analytics to guide staffing and organizational planning.
- Ensures recruitment and talent processes support equitable, effective hiring outcomes.

Organizational Leadership and Culture

- Establishes and reinforces organizational culture aligned with organizational values.
- Sets leadership expectations and strengthens supervisory and management capability.
- Guides initiatives that improve engagement, communication, and organizational trust.
- Serves as an executive sponsor for workforce‑related change initiatives.

Data, Analytics, and Performance Accountability

- Establishes performance measurement frameworks for workforce programs and HR operations.
- Uses workforce metrics and trends to inform executive decisions and planning.
- Ensures accurate reporting for audits, compliance reviews, and executive needs.
- Promotes data‑driven continuous improvement across People and Culture functions.

External Partnerships and Executive Collaboration

- Serves as senior liaison with internal and external partners, regulatory agencies, and workforce organizations.
- Represents the organization in executive forums, interagency initiatives, and workforce-related partnerships.
- Collaborates with executive leadership to align workforce initiatives with operational and financial priorities.

Fiscal Stewardship and Resource Management

- Develops and manages the People and Culture budget in alignment with organizational priorities.
- Oversees allocation of resources across HR and workforce development programs.
- Monitors program expenditures, contracts, and vendor performance to ensure fiscal accountability.
- Recommends budget priorities and workforce investments for executive consideration.

Core Competencies

Leadership and Organizational Stewardship: Ability to provide executive leadership for a multi-layered People and Culture organization; establish leadership expectations; and ensure subordinate leaders effectively supervise, develop, and support staff while maintaining accountability for workforce outcomes and organizational performance.

- Establishes clear expectations and accountability structures for subordinate leaders.
- Delegates authority appropriately while maintaining executive oversight of workforce programs and outcomes.
- Ensures leaders apply consistent performance management and employee development practices.
- Models professionalism, integrity, and organizational values while guiding the organization through change.

Strategic Workforce and Organizational Leadership: Ability to align workforce strategy, human resources operations, and organizational development initiatives with agency mission, operational priorities, and long-term organizational objectives.

- Translates executive priorities into workforce strategies and measurable outcomes.
- Anticipates workforce risks, capability gaps, and emerging organizational needs.
- Integrates talent acquisition, leadership development, and workforce planning initiatives.
- Balances operational demands with long-term workforce sustainability.

Collaboration and Executive Stakeholder Engagement: Ability to work effectively with executive leadership, operational departments, partners, and external stakeholders to develop coordinated solutions to complex workforce challenges.

- Builds trusted partnerships with executive and operational leadership.
- Facilitates alignment between People and Culture programs and operational divisions.
- Navigates competing priorities while maintaining constructive relationships.
- Promotes inclusive and collaborative decision-making.

Communication and Executive Influence: Ability to communicate complex workforce, organizational, and policy issues clearly and persuasively while representing the organization with professionalism and credibility.

- Communicates workforce strategies and organizational impacts effectively to leadership.
- Tailors communication to diverse audiences including executives, employees, and external partners.
- Ensures timely communication of sensitive workforce issues.
- Represents People and Culture initiatives in executive and public forums.

Workforce Analytics and Strategic Insight: Ability to interpret workforce data, organizational trends, and operational metrics to guide strategic decisions and improve workforce performance.

- Uses workforce analytics and organizational metrics to inform executive decisions.
- Identifies systemic patterns affecting workforce performance or engagement.
- Connects workforce data to strategic planning and organizational outcomes.
- Promotes data-informed continuous improvement across People and Culture programs.

Governance, Risk, and Ethical Leadership: Ability to ensure workforce practices comply with applicable laws, policies, and governance frameworks while maintaining ethical decision-making and public trust.

- Provides executive oversight of employment compliance and workforce risk management.
- Ensures consistent application of policies and regulatory requirements.
- Establishes governance frameworks supporting accountability and transparency.
- Exercises sound judgment in sensitive workforce matters.

Supervision Given to:

- Senior Manager for HR Administration
- Senior Manager for Workforce and Organizational Development
- HR Program Manager
- Administrative Assistant
- Civil Rights Officer (Future)

Minimum Qualifications

- Bachelor’s degree in Human Resources, Public Administration, Business Administration, Organizational Development, or related field and ten (10) years of progressively responsible leadership experience in human resources, workforce development, or organizational leadership, or an equivalent combination of education and experience.

Preferred Qualifications

- Master’s degree in Human Resources, Organizational Development, Public Administration, or related field.
- Senior leadership experience in a public-sector or transit environment.
- Experience leading organizational change or workforce transformation initiatives.
- Experience leading multi-functional teams and managing complex organizational programs.
- Experience advising executive leadership on workforce or organizational strategy.
- Professional HR certification (SHRM-SCP, SPHR, or equivalent).

Knowledge, Skills and Abilities:

Knowledge of:

- Human resources leadership practices including talent acquisition, employee relations governance, workforce planning, and organizational development.
- Federal, state, and local employment laws and regulatory requirements affecting public-sector employers, including wage and hour regulations, EEO compliance, ADA employment provisions, and labor relations frameworks.
- Public‑sector governance, administrative processes, and policy development affecting workforce management.
- Workforce analytics, performance measurement, and human capital planning methods that inform executive decision‑making.
- Leadership development, employee engagement strategies, and organizational culture practices that support workforce capability and retention.
- HR administrative systems and operations, including payroll, benefits, compensation structures, HRIS governance, and compliance monitoring.

Skill in:

- Providing executive leadership for complex HR and workforce development functions.
- Interpreting employment laws, policies, and governance requirements and applying them to operational workforce practices.
- Leading cross‑functional collaboration with operational divisions, executive leadership, and external partners.
- Analyzing workforce data, organizational metrics, and operational trends to guide strategic decisions.
- Managing large‑scale workforce initiatives, including organizational change, leadership development, and workforce planning.
- Communicating complex workforce issues to executive leadership, governing bodies, employees, and external stakeholders.

Ability to:

- Translate organizational strategy into effective workforce policies, programs, and operational practices.
- Balance workforce needs, operational priorities, compliance obligations, and fiscal constraints in executive decision‑making.
- Lead and develop senior staff while fostering accountability, professionalism, and collaboration.
- Anticipate workforce risks and capability gaps and implement proactive mitigation strategies.
- Integrate HR operations, workforce development programs, and organizational initiatives into cohesive enterprise solutions.
- Maintain confidentiality, ethical standards, and sound judgment in sensitive workforce matters.
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Working Environment and Physical Demands:

- Primarily office-based with regular interaction across operational and administrative environments.

- Requires attendance at meetings, training events, and external engagements which may occur outside normal business hours.
- Involves extended periods of sitting, standing, walking, and use of standard office equipment.
- Occasional travel to operational facilities or community meetings may be required.
- Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions.

CONDITIONS OF EMPLOYMENT

The City’s Background Check Policy requires background checks to be conducted on final internal or external candidate(s) applying for any position with the City of Charlotte. The type of information that will be collected as part of a background check includes, but is not limited to: reference checks, social security verification, education verification, criminal conviction record check, and, if applicable, a credit history check, sex offender registry and motor vehicle records check.

Background checks must be in compliance with all federal and state statutes, such as the Fair Credit Reporting Act (FCRA). The checks must be consistent with the guidelines set forth by these laws requiring organizations to obtain a candidate’s written authorization before obtaining a criminal background report, motor vehicle records check or credit report; and to properly store and dispose of information derived from such reports.

Final candidates must pass a pre-employment drug-screening test and physical examination. During the selection process, candidates may be asked to take a skills test, and/or participate in other assessments.

The City of Charlotte is an Equal Opportunity Employer and does not unlawfully discriminate on the basis of race, religion, color, sex, national origin, marital status, age, disability, sexual orientation, political affiliation or on the basis of actual or perceived gender as expressed through dress, appearance, or behavior.

Our culture is to serve the community honorably.

HOW TO APPLY

Apply online.

Federal law requires employers to provide reasonable accommodations to qualified individuals with disabilities. Please tell us if you require a reasonable accommodation to apply for a job.

You are welcome to visit the City of Charlotte Human Resources Department lobby, where self-service application kiosks are available. They are located in our office at 700 East 4th Street, Suite 200, Charlotte, NC 28202. We are open Monday through Friday, from 9:30 a.m. to 3:30 p.m. (EST), excluding official City holidays.

For questions about your application or the hiring process, please email [email protected]

The City of Charlotte is committed to making our services and programs accessible to all. Upon request, auxiliary aids, written materials in alternate formats, language access, and other reasonable accommodations or modifications will be provided. To make a request, please fill out the Innovation & Technology ADA request form or call 704.336.4120.

BENEFITS

The City of Charlotte provides a comprehensive benefits package to eligible employees.

Click  here  to learn more about the City of Charlotte’s benefits.

The City of Charlotte is a drug and alcohol-free workplace.