Recruiting Supervisor

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 Recruiting Supervisor leads daily talent acquisition operations for CATS, ensuring recruiting activities are coordinated, efficient, equitable, and aligned with organizational workforce needs. Reporting to the Senior Human Resources Manager, this position supervises recruiting staff and oversees implementation of hiring processes that support timely staffing, positive candidate experience, and consistent application of employment policies and procedures.

The Recruiting Supervisor manages recruiting workflows across operational and administrative divisions, coordinates closely with HR Business Partners and hiring managers, and ensures compliance with applicable employment regulations and organizational standards. The role balances operational execution with continuous improvement of recruiting practices, supporting workforce sustainability and organizational performance. Through supervision, coordination, and process oversight, the Recruiting Supervisor ensures recruitment activities support CATS’ mission by helping attract and hire a capable workforce that enables safe and reliable transit service delivery.

 

Major Duties & Responsibilities

Talent Acquisition Operations Leadership

• Supervises daily recruiting operations and assigns work to recruiting staff to ensure timely completion of hiring activities.
• Establishes workflow priorities and monitors recruiting progress across multiple departments and job classifications.
• Ensures recruiting processes are executed consistently and in accordance with established policies and procedures.
• Serves as operational lead for recruitment activities supporting agency staffing needs.
• Monitors workload distribution and adjusts assignments to maintain efficiency and service quality.

Recruitment Process Management

• Oversees full-cycle recruitment activities including job postings, candidate screening coordination, interview scheduling, and hiring process administration.
• Ensures hiring processes comply with applicable employment laws, organizational policies, and equal employment opportunity standards.
• Reviews recruitment documentation and hiring actions for accuracy and completeness.
• Supports resolution of process barriers affecting hiring timelines.
• Ensures consistent application of recruitment procedures across divisions.

Hiring Manager and HRBP Coordination

• Partners with HR Business Partners and hiring managers to understand staffing needs and recruitment priorities.
• Provides guidance to hiring managers regarding recruitment procedures, timelines, and expectations.
• Coordinates recruitment strategies for high-volume or hard-to-fill positions.
• Facilitates communication between hiring managers and recruiting staff to ensure alignment and clarity.

Candidate Experience and Employer Representation

• Promotes a professional and equitable candidate experience throughout the hiring process.
• Ensures candidate communications are timely, respectful, and consistent.
• Supports initiatives that enhance CATS’ employer brand and recruitment outreach.
• Addresses candidate concerns or escalations as needed.

Compliance and Documentation Oversight

• Ensures recruiting activities meet documentation standards and audit requirements.
• Maintains compliance with hiring regulations, record retention requirements, and organizational policies.
• Coordinates with Audit & Compliance staff regarding documentation expectations and corrective actions.
• Monitors adherence to established hiring procedures and identifies areas for improvement.

Recruiting Metrics and Performance Monitoring

• Tracks recruiting metrics including time-to-fill, applicant flow, and hiring outcomes.
• Reviews recruiting data to identify trends and operational challenges.
• Provides regular updates to HR leadership regarding recruitment performance.
• Supports data-informed improvements to recruiting practices.

Team Leadership and Staff Development

• Supervises recruiting staff, including assigning work, setting expectations, and conducting performance evaluations.
• Coaches staff to improve recruiting effectiveness, customer service, and process knowledge.
• Promotes teamwork, accountability, and continuous improvement within the recruiting function.
• Supports professional development and skill growth of recruiting personnel.

Continuous Improvement and Process Enhancement

• Identifies opportunities to streamline recruiting workflows and improve efficiency.
• Implements standardized tools, templates, and procedures to strengthen consistency.
• Participates in workforce planning initiatives and organizational hiring strategy discussions.
• Supports adoption of new systems or improvements impacting recruitment operations.

 

Knowledge Skills & Abilities

Knowledge of:

• Recruitment and selection practices.
• Employment regulations and equal employment opportunity principles.
• HR policies and hiring procedures.
• Workforce planning concepts.

Skill in:

• Supervising staff and managing workflow priorities.
• Coordinating recruitment activities across departments.
• Communicating effectively with diverse stakeholders.
• Tracking and interpreting recruiting metrics.
• Managing multiple recruitment processes simultaneously.

Ability to:

• Lead recruiting operations independently within established frameworks.
• Build collaborative relationships with hiring managers.
• Ensure consistent and equitable hiring practices.
• Solve operational problems related to staffing.
• Maintain confidentiality and professionalism.
• Adapt to changing workforce needs and priorities.

 

Minimum Qualifications

• Bachelor’s degree in Human Resources, Business Administration, Public Administration, or related field and four (4) years of experience in recruitment or human resources, including lead or supervisory responsibilities; or an equivalent combination of education and experience.
• Experience managing or coordinating full-cycle recruitment processes.

Preferred Qualifications

• HR certification (SHRM-CP, PHR, or equivalent).
• Experience recruiting for operational or technical workforce environments.
• Public-sector or transit agency experience.

 

Working Environments & Physical Demands

• Primarily office-based with frequent interaction with hiring managers and candidates.
• Requires sustained computer use and coordination of multiple concurrent activities.
• Participation in meetings, hiring events, and recruitment initiatives required.
• Occasional travel to operational locations or recruitment events may occur.
• Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions.