Cats Transit Jobs (NOW HIRING)

Department: Charlotte Area Transit System Department Salary: $94,029.00 - $135,167.54 Commensurate with Experience 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 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.

Major Duties and ResponsibilitiesPayroll Administration Oversight

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.

Compensation Administration and Governance

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.

Benefits Administration Leadership

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.

Leave Administration Oversight

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.

HR Administrative Operations and Data Integrity

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.

Employee and Leadership Support

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.

Leadership and Staff Development

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.

Data Monitoring and Continuous Improvement

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.

Core Competencies

• HR Administrative Operations & Leadership 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.
• Payroll & Compensation Administration 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.
• Benefits & Leave Program Management 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.
• Compliance & Data Integrity 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.
• Analytical Thinking & Operational Awareness 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.
• Collaboration & Stakeholder Engagement 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.
• Leadership & Supervision 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.
• Integrity & Confidentiality 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, Skills and Abilities

Knowledge of:

• Payroll administration processes and controls.
• Compensation structures and pay administration practices.
• Employee benefits and leave regulations (FMLA, ADA, related requirements).
• HRIS systems and workforce data management.
• Regulatory and recordkeeping requirements affecting HR administration.

Skill in:

• Supervising administrative and professional staff.
• Managing complex administrative workflows.
• Analyzing workforce administrative data.
• Communicating technical information clearly.
• Coordinating cross‑functional operational processes.
• Resolving payroll and benefits issues effectively.

Ability to:

• Exercise independent judgment in administrative decision‑making.
• Maintain accuracy across high‑volume transactional processes.
• Balance compliance requirements with employee service needs.
• Build collaborative relationships across departments.
• Identify operational risks and implement corrective actions.
• Lead continuous improvement initiatives.

Minimum Qualifications

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.

Preferred Qualifications

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

CONDITIONS OF EMPLOYMENT

The City’s Background Check Policy requires background checks to be conducted on final internal or external candidate(s) applying for any position with the City of Charlotte. The type of information that will be collected as part of a background check includes, but is not limited to: reference checks, social security verification, education verification, criminal conviction record check, and, if applicable, a credit history check, sex offender registry and motor vehicle records check. Background checks must be in compliance with all federal and state statutes, such as the Fair Credit Reporting Act (FCRA). The checks must be consistent with the guidelines set forth by these laws requiring organizations to obtain a candidate’s written authorization before obtaining a criminal background report, motor vehicle records check or credit report; and to properly store and dispose of information derived from such reports. Final candidates must pass a pre‑employment drug‑screening test and physical examination. During the selection process, candidates may be asked to take a skills test, and/or participate in other assessments.

Equal Opportunity Employment Statement

The City of Charlotte is an Equal Opportunity Employer and does not unlawfully discriminate on the basis of race, religion, color, sex, national origin, marital status, age, disability, sexual orientation, political affiliation or on the basis of actual or perceived gender as expressed through dress, appearance, or behavior. Our culture is to serve the community honorably.

BENEFITS

The City of Charlotte provides a comprehensive benefits package to eligible employees.

The City of Charlotte is a drug and alcohol‑free workplace.

Our City, Our Mission

When you join the City of Charlotte, you become part of Team Charlotte — a dedicated group of professionals working together to make a meaningful impact on our community and its future. The City of Charlotte has more than 8,000 employees working across 19 departments to serve close to 1 million residents. From public safety and clean water to transportation, housing and an international airport, our teams deliver essential services to keep Charlotte connected, safe and empowered with opportunity for all.

As public servants, we are guided by a clear mission: to be committed to exceptional service every day. No matter the department or role, every team member plays a part in helping our city grow, thrive and meet the needs of those who rely on us.

We are a values‑driven organization, working collaboratively, acting with integrity and delivering reliable results. We embrace a forward‑thinking mindset, encouraging curiosity, innovation and continuous improvement.

The City of Charlotte is committed to making our services and programs accessible to all. Upon request, auxiliary aids, written materials in alternate formats, language access, and other reasonable accommodations or modifications will be provided. To make a request, please fill out the Innovation & Technology ADA request form or call 704.336.4120.