Director of Human Resources Position Available In Mecklenburg, North Carolina

Reports to:

General Manager, TMOC General Summary:

The Director of Human Resources is responsible for the overall strategic and operational leadership of the Human Resources department, ensuring compliance with employment laws, labor agreements, and company policies. This role oversees HR policies, payroll, compensation, employee relations, labor negotiations, training programs, benefits administration, workers compensation, FMLA, drug and alcohol, CDL and DOT compliance and other compliance initiatives. The position serves as a key advisor to executive leadership, fostering a productive, inclusive, and legally compliant workplace.

Duties and Responsibilities:

Strategic Leadership and Policy Development Develop and implement HR policies, programs, and procedures to align with the agency’s strategic goals. Provide leadership in talent management, employee relations, labor negotiations, training, payroll, compensation and benefits administration. Advise executive leadership on organizational structure, workforce planning, and succession planning. Ensure HR policies comply with federal, state, and local employment laws and regulations. Engage with vendors to ensure TMOC business needs and contractual obligations are met. Labor Relations and Employee Engagement Serve as a liaison between management and union representatives, ensuring compliance with the labor agreement. Lead labor contract interpretation, compliance, and negotiation efforts. Develop strategies to maintain positive employee relations and resolve workplace conflicts. Equal Employment Opportunity (EEO) and Compliance Act as the EEO Officer, ensuring compliance with Title VII, ADA, workplace harassment laws, and affirmative action policies. Maintain and update the EEO Policy Statement and agency-wide EEO Program. Conduct audits to ensure diversity, equity, and inclusion (DEI) initiatives are met. Prepare reports and respond to regulatory audits and compliance reviews. Recruitment, Training, and Performance Management Oversee talent acquisition, onboarding, and retention strategies to attract and maintain a skilled workforce. Develop and implement training programs, including leadership development and employee skills training. Supervise the performance management process, ensuring fair and consistent evaluations. Conduct new employee orientation and ongoing training on HR policies and compliance matters. Payroll, Compensation, Benefits, Compliance and Employee Well-Being Supervise all aspects of Payroll processing, establishing controls for accuracy and compliance. Administer compensation structures, salary reviews, and benefits programs. Oversee the Drug and Alcohol Testing Program and act as the Designated Employer Representative (DER) for DOT-regulated employees. Monitor worker’s compensation claims, employee assistance programs, and safety policies. Negotiate annual employee benefits; oversee annual enrollment and other associated responsibilities. HR Operations and Team Leadership Supervise the HR Manager and lead downstream HR team. Maintain accurate personnel records, employment verifications, and compliance documentation. Ensure HR practices align with organizational goals and operational needs. Monitors, maintains and updates company policies as needed.

Core Competencies:

HR Expertise:

In-depth knowledge of labor laws, collective bargaining, and HR best practices.

Leadership:

Ability to inspire, mentor, and guide a diverse HR team.

Strategic Thinking:

Develops HR policies and programs to align with organizational goals.

Labor Relations:

Strong experience in union negotiations, grievance handling, and contract administration.

Compliance & Ethics:

Ensures HR policies meet EEO, ADA, OSHA, and DOT regulatory standards.

Communication:

Excellent verbal and written communication skills for reports, training, and policy implementation.

Qualifications:

Education:

Master’s or Bachelor’s degree in Business Administration, Human Resources Management, or Public Administration preferred.

Experience:

5-10 years of progressive HR experience, with at least 5 years in an HR leadership role. Experience in urban transportation, public sector, or unionized environments preferred.

PHR/SPHR

certification or other HR-related credentials a plus. DER Designated Employer Representative for Drug and Alcohol Programs