Recruiting Supervisor

Department: Charlotte Area Transit System Department

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

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.

Core Competencies :

Core Competencies:

The position requires demonstrated competency in the following areas

Leadership and Supervision

Ability to supervise recruiting staff, manage workloads, and maintain accountability for accurate and timely recruitment outcomes while fostering a collaborative and service-oriented team environment.

• Establishes clear expectations and performance standards.
• Provides coaching and feedback to support staff development.
• Delegates responsibilities effectively while maintaining oversight.
• Promotes accountability and professionalism within the team.

Talent Acquisition Operations Management

Ability to oversee recruitment processes and ensure hiring activities operate efficiently, consistently, and in alignment with organizational policies and workforce needs.

• Coordinates multiple recruitment efforts simultaneously.
• Maintains consistent application of recruiting procedures.
• Balances competing hiring priorities effectively.
• Ensures recruiting activities support organizational goals.

Collaboration and Stakeholder Engagement

Ability to work effectively with HR Business Partners, hiring managers, and organizational leaders to support staffing objectives and resolve recruitment challenges.

• Builds productive relationships with operational leaders.
• Facilitates collaboration between recruiting staff and stakeholders.
• Addresses concerns constructively and professionally.
• Promotes shared responsibility for successful hiring outcomes.

Communication and Customer Service

Ability to communicate clearly and professionally with candidates, staff, and leadership while supporting a positive recruitment experience.

• Provides clear guidance to hiring managers and candidates.
• Maintains professionalism during sensitive hiring discussions.
• Ensures timely and accurate communication.
• Represents the organization positively to applicants.

Compliance and Process Integrity

Ability to ensure recruitment activities adhere to employment laws, organizational policies, and documentation standards.

• Monitors adherence to established hiring procedures.
• Ensures accurate and complete recruiting documentation.
• Supports audit readiness and compliance expectations.
• Identifies and addresses procedural inconsistencies.

Analytical and Performance Awareness

Ability to interpret recruiting data and operational trends to improve performance and inform decision-making.

• Reviews hiring metrics to identify trends.
• Supports data-informed operational adjustments.
• Recognizes workflow inefficiencies.
• Contributes to continuous improvement initiatives.

Organizational Awareness and Systems Thinking

Ability to understand workforce needs within a broader organizational context and align recruiting efforts accordingly.

• Recognizes operational impacts of staffing shortages.
• Aligns recruiting priorities with organizational goals.
• Anticipates workforce needs based on trends.
• Supports coordinated workforce planning efforts.

Integrity and Professional Judgment

Ability to exercise sound judgment, maintain confidentiality, and ensure fairness throughout recruitment activities.

• Maintains confidentiality of candidate and organizational information.
• Applies hiring standards consistently and equitably.
• Exercises discretion in sensitive situations.
• Upholds ethical recruiting practices.

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.

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.

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.

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.

Our culture is to serve the community honorably.

HOW TO APPLY

Apply online.

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