Human Resource Business Partner

City of Charlotte•Charlotte, NC

20h

About The Position

The Human Resources Business Partner (HRBP) serves as the primary People and Culture advisor to the assigned operational or administrative divisions, supporting leaders in workforce planning, employee relations, organizational effectiveness, and implementation of human resources programs. Reporting to the Senior Human Resources Manager, this position works collaboratively with department leadership to align workforce practices with organizational goals while ensuring consistent, equitable application of policies and standards. As a strategic and operational partner, in a safety-sensitive transit environment, the HRPB translates organizational priorities into actionable work. The role collaborates closely with HR specialists, recruiting staff, compliance teams, and workforce development functions to ensure HR services are delivered effectively and consistently. Operating within a complex public-sector environment, the HRBP promotes proactive workforce management, supports leadership decision-making, and contributes to a positive and accountable organizational culture that enables safe and reliable transit service delivery. 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.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Public Administration, or related field and five (5) years of professional human resources experience; or an equivalent combination of education and experience.
Experience advising supervisors or managers on workforce or employee relations matters.

Nice To Haves

HR certification (SHRM-CP/SCP, PHR/SPHR, or equivalent).
Experience supporting operational or field-based organizations.
Public-sector or transit experience.

Responsibilities

Serves as the primary People and Culture liaison to assigned divisions (Mobility, Rail, or Corporate functions).
Advises managers and supervisors on workforce practices including performance management, employee relations, organizational structure, and policy application.
Builds relationships with leadership to understand operational priorities and workforce challenges.
Provides guidance that balances operational needs, policy requirements, and organizational consistency.
Anticipates workforce issues and works proactively with leadership to address risks.
Advises leadership on employee relations matters including performance concerns, workplace conflicts, and corrective action processes.
Supports consistent and equitable application of policies and procedures.
Coordinates with Employee Relations and Audit & Compliance staff on complex or escalated matters.
Assists leaders in documenting actions consistent with organizational standards.
Promotes early resolution of workplace concerns to reduce organizational risk.
Partners with leadership to identify staffing needs, workforce trends, and organizational challenges.
Supports workforce planning initiatives aligned with operational and strategic priorities.
Advises on organizational structure changes, role design, and workforce transitions.
Assists leaders in managing organizational change initiatives affecting employees and teams.
Collaborates with recruiting staff to support hiring strategies and recruitment planning.
Assists hiring managers with workforce planning, job requirements clarification, and selection processes.
Monitors hiring progress and helps resolve barriers affecting recruitment timelines.
Supports onboarding alignment with operational expectations.
Supports rollout and adoption of People and Culture initiatives, policies, and programs within assigned divisions.
Communicates organizational changes and HR initiatives effectively to leaders and staff.
Ensures consistent application of HR practices across departments.
Provides feedback to People and Culture leadership regarding program effectiveness and operational impact.
Coordinates with HR Specialists, Recruiting, Compliance, and Workforce Development teams to ensure effective service delivery.
Facilitates communication between operational leadership and People and Culture functions.
Participates in cross-functional problem-solving related to workforce challenges.
Reviews workforce trends and operational feedback to identify emerging issues.
Uses available workforce data to support leadership discussions and decision-making.
Escalates systemic concerns or patterns to HR leadership as appropriate.