Payroll, Compensation, Benefits & Leave of Absence Manager

Job Description

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 Responsibilities
Payroll 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 administrativ