Department: Charlotte Area Transit System Department

Salary: $81,226.00 - $116,762.94 Commensurate with Experience

SUMMARY
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.

Major Duties and Responsibilities

Business Partnership and Workforce Advisory Services

• 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.

Employee Relations Consultation and Support

• 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.

Workforce Planning and Organizational Effectiveness

• 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.

Talent Acquisition Coordination

• 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.

HR Program Implementation and Change Support

• 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.

Collaboration and Cross-Functional Coordination

• 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.

Data Awareness and Workforce Insights

• 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.

Core Competencies

Strategic Partnership and Organizational Support

Ability to build trusted advisory relationships with leaders and align workforce practices with operational goals while maintaining organizational consistency.

• Develops credibility with operational leadership through responsiveness and sound guidance.
• Aligns workforce recommendations with organizational priorities.
• Balances strategic considerations with practical operational realities.
• Supports leaders in proactive workforce management.

Leadership Influence and Consultation

Ability to influence leadership decisions through expertise, communication, and professional judgment without relying on formal authority.

• Provides thoughtful recommendations grounded in policy and best practice.
• Guides leaders through complex workforce decisions.
• Encourages consistent and equitable management practices.
• Builds confidence and trust through professional interaction.

Employee Relations and Judgment

Ability to assess workplace situations objectively and guide leaders toward fair, consistent, and policy-aligned outcomes.

• Evaluates employee relations situations thoughtfully.
• Maintains neutrality and professionalism.
• Supports early resolution of workplace concerns.
• Escalates risks appropriately.

Communication and Relationship Management

Ability to communicate clearly with diverse audiences and maintain productive relationships across organizational levels.

• Communicates workforce guidance clearly and professionally.
• Adapts communication style to audience needs.
• Facilitates constructive dialogue during sensitive discussions.
• Maintains credibility and professionalism.

Collaboration and Service Integration

Ability to coordinate across multiple HR functions to deliver cohesive services supporting operational needs.

• Works collaboratively with recruiting, compliance, and HR specialists.
• Ensures leaders receive coordinated HR support.
• Facilitates information sharing across teams.
• Promotes shared accountability for outcomes.

Analytical Thinking and Workforce Insight

Ability to interpret workforce information and recognize patterns affecting organizational effectiveness.

• Uses data and feedback to inform recommendations.
• Identifies emerging workforce trends or risks.
• Supports data-informed decision-making.
• Connects operational issues to broader organizational patterns.

Organizational Awareness and Systems Thinking

Ability to understand how workforce decisions affect organizational performance and align actions accordingly.

• Recognizes interdependencies across departments.
• Anticipates impacts of organizational change.
• Supports consistent implementation of initiatives.
• Promotes alignment between People and Culture and operations.

Integrity and Professional Judgment

Ability to handle sensitive information responsibly and apply sound judgment in complex workplace situations.

• Maintains confidentiality and ethical standards.
• Demonstrates fairness and objectivity.
• Exercises discretion in sensitive matters.
• Represents People and Culture professionally.

Knowledge, Skills and Abilities

Knowledge of:

• Human resources principles and employment practices.
• Employee relations processes and performance management practices.
• Workforce planning concepts and organizational dynamics.
• HR policies and compliance requirements.

Skill in:

• Consulting and advising leaders on workforce matters.
• Building collaborative professional relationships.
• Communicating complex topics clearly.
• Facilitating problem-solving discussions.
• Interpreting policy and applying it operationally.

Ability to:

• Influence decisions without direct authority.
• Balance organizational consistency with operational needs.
• Manage sensitive situations professionally.
• Work independently within assigned functional areas.
• Build trust with diverse stakeholders.
• Support organizational change initiatives effectively.

Minimum Qualifications

• 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.

Preferred Qualifications

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

BENEFITS

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

Click here to learn more about the City of Charlotte's benefits.

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