Director of People and Culture

City of Charlotte•Charlotte, NC

22h•Hybrid

About The Position

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. 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.

Requirements

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.
Knowledge of Human resources leadership practices including talent acquisition, employee relations governance, workforce planning, and organizational development.
Knowledge of 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.
Knowledge of Public‑sector governance, administrative processes, and policy development affecting workforce management.
Knowledge of Workforce analytics, performance measurement, and human capital planning methods that inform executive decision‑making.
Knowledge of Leadership development, employee engagement strategies, and organizational culture practices that support workforce capability and retention.
Knowledge of 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.
Skill in Interpreting employment laws, policies, and governance requirements and applying them to operational workforce practices.
Skill in Leading cross‑functional collaboration with operational divisions, executive leadership, and external partners.
Skill in Analyzing workforce data, organizational metrics, and operational trends to guide strategic decisions.
Skill in Managing large‑scale workforce initiatives, including organizational change, leadership development, and workforce planning.
Skill in 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.
Ability to Balance workforce needs, operational priorities, compliance obligations, and fiscal constraints in executive decision‑making.
Ability to Lead and develop senior staff while fostering accountability, professionalism, and collaboration.
Ability to Anticipate workforce risks and capability gaps and implement proactive mitigation strategies.
Ability to Integrate HR operations, workforce development programs, and organizational initiatives into cohesive enterprise solutions.
Ability to Maintain confidentiality, ethical standards, and sound judgment in sensitive workforce matters.

Nice To Haves

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).

Responsibilities

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.
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.
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.
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.
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.
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.
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.
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.
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.