Payroll, Compensation, Benefits & Leave of Absence Manager

City of Charlotte•Charlotte, NC

1d•Onsite

About The Position

The Manager of Payroll, Compensation, Benefits and Leave Administration leads integrated human resources administrative operations supporting employee compensation, payroll coordination, benefits delivery, and leave administration across CATS. Reporting to the Assistant Director of Human Resources Administration, this position ensures workforce transactions affecting employee pay, benefits eligibility, and leave status are administered accurately, consistently, and in compliance with organizational policies and regulatory requirements. The role serves as the operational owner of HR administrative processes that directly affect employees’ compensation and workforce support services. The Manager oversees coordination between People and Culture, Finance, operational leadership, and external vendors to maintain data integrity, equitable pay practices, and reliable workforce administration systems. Operating within a complex public-sector transit environment, this position balances regulatory compliance, operational efficiency, and employee service delivery to ensure employees are compensated correctly, benefits programs operate effectively, and leave administration supports workforce continuity and organizational performance.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Public Administration, Finance, or related field and five (5) years of progressively responsible experience in payroll, compensation, benefits, or HR administrative operations, including supervisory or lead responsibilities; or an equivalent combination of education and experience.
Ability to oversee integrated HR administrative functions ensuring accurate and reliable workforce transactions.
Establishes structured and consistent administrative processes.
Maintains accountability for operational accuracy.
Aligns workflows with organizational policies.
Ensures dependable service delivery.
Ability to manage processes affecting employee pay accurately, equitably, and consistently.
Applies compensation policies consistently.
Ensures accuracy of pay-related actions.
Identifies risks affecting payroll integrity.
Supports equitable compensation practices.
Ability to administer complex workforce support programs while balancing compliance and employee service needs.
Oversees consistent program administration.
Interprets benefits and leave requirements accurately.
Ensures employees receive reliable guidance.
Maintains compliance with regulatory requirements.
Ability to maintain accurate workforce records and administrative controls supporting regulatory compliance.
Maintains audit-ready documentation practices.
Identifies risks related to data accuracy.
Strengthens internal administrative controls.
Coordinates effectively with compliance partners.
Ability to interpret administrative data and trends affecting workforce operations.
Analyzes payroll and leave patterns.
Identifies operational impacts of workforce administration.
Supports data-informed decision-making.
Recommends process improvements.
Ability to coordinate effectively across HR, Finance, leadership, and external vendors.
Builds productive cross-functional partnerships.
Facilitates coordination across departments.
Resolves issues collaboratively.
Supports shared organizational goals.
Ability to lead professional staff responsible for high-impact administrative functions.
Establishes clear expectations and accountability.
Coaches staff to improve performance.
Promotes teamwork and professionalism.
Supports continuous staff development.
Ability to manage highly sensitive compensation and personal data responsibly.
Maintains confidentiality of workforce information.
Applies policies consistently and ethically.
Exercises discretion and sound judgment.
Upholds professional standards.
Knowledge of: Payroll administration processes and controls.
Knowledge of: Compensation structures and pay administration practices.
Knowledge of: Employee benefits and leave regulations (FMLA, ADA, related requirements).
Knowledge of: HRIS systems and workforce data management.
Knowledge of: Regulatory and recordkeeping requirements affecting HR administration.
Skill in: Supervising administrative and professional staff.
Skill in: Managing complex administrative workflows.
Skill in: Analyzing workforce administrative data.
Skill in: Communicating technical information clearly.
Skill in: Coordinating cross-functional operational processes.
Skill in: Resolving payroll and benefits issues effectively.
Ability to: Exercise independent judgment in administrative decision-making.
Ability to: Maintain accuracy across high-volume transactional processes.
Ability to: Balance compliance requirements with employee service needs.
Ability to: Build collaborative relationships across departments.
Ability to: Identify operational risks and implement corrective actions.
Ability to: Lead continuous improvement initiatives.

Nice To Haves

HR certification (SHRM-CP/SCP, CEBS, CCP, or equivalent).
Experience coordinating payroll processes with finance systems.
Public-sector or unionized workforce experience.

Responsibilities

Oversees HR-related payroll administration processes in coordination with Finance/payroll operations.
Ensures accuracy of personnel actions affecting employee compensation, including hires, promotions, transfers, and separations.
Reviews HR system transactions impacting payroll to ensure accuracy and completeness.
Supports resolution of payroll discrepancies and escalated employee pay concerns.
Establishes standardized procedures governing HR inputs affecting payroll processing.
Ensures payroll-related documentation meets audit and compliance requirements.
Oversees administration of compensation programs including pay ranges, classifications, and compensation actions.
Ensures compensation practices align with organizational policies and approved pay structures.
Reviews compensation transactions for consistency, equity, and policy compliance.
Supports compensation analysis activities including pay equity monitoring and classification reviews.
Coordinates implementation of compensation adjustments and organizational pay initiatives.
Provides guidance to HR Business Partners and leadership regarding compensation practices.
Oversees administration of employee benefits programs including health, wellness, and retirement offerings.
Coordinates benefits enrollment, eligibility administration, and qualifying life event processes.
Serves as primary liaison with benefits vendors and third-party administrators.
Monitors vendor performance and resolves service delivery issues.
Ensures accurate benefits communication and employee support.
Oversees administration of leave programs including FMLA, ADA-related leave coordination, medical leave, and organizational leave policies.
Ensures consistent and compliant application of leave policies across departments.
Maintains oversight of leave tracking systems and documentation standards.
Provides guidance on complex leave determinations and accommodations coordination.
Monitors leave trends affecting workforce availability.
Establishes standardized workflows governing HR administrative transactions.
Ensures integrity of HRIS data affecting payroll, benefits, and leave administration.
Maintains documentation standards supporting audit readiness.
Collaborates with Audit & Compliance leadership regarding monitoring findings and corrective actions.
Identifies opportunities to strengthen internal controls and operational efficiency.
Provides guidance to employees and supervisors regarding payroll, compensation, benefits, and leave matters.
Resolves escalated administrative issues affecting workforce support services.
Supports HR Business Partners in addressing workforce issues involving pay or leave administration.
Promotes consistent and transparent administrative practices.
Supervises payroll, compensation, benefits, and leave administration staff.
Establishes performance expectations and workflow priorities.
Coaches staff on compliance requirements, customer service, and documentation standards.
Conducts performance evaluations and supports professional development.
Promotes accountability and continuous improvement within administrative operations.
Reviews payroll, compensation, benefits, and leave metrics to identify trends and operational impacts.
Develops recommendations improving efficiency and accuracy of HR administrative processes.
Implements workflow improvements and standardized procedures.
Supports modernization and system improvement initiatives.