Director of People and Culture

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.

Major 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.

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).