Human Resources Generalist Senior

HR Supervisor, Employee Relations

The HR Supervisor, Employee Relations, provides operational leadership for employee relations activities across the Charlotte Area Transit System (CATS). This role oversees ER case management, grievance and ESC hearing administration, and guides supervisors through workplace issue resolution. The position ensures consistent application of policies and regulatory requirements across a 24/7 transit workforce.

Employee Relations Operational Leadership

• Oversee daily employee relations operations and assign casework to ER staff.
• Serves as primary escalation point for supervisors addressing workplace concerns.
• Guides resolution strategies aligned with policies, and transit operational requirements.
• Ensure consistent handling of ER matters across bus, rail, STS, maintenance, and administrative divisions.
• Monitors case progress and ensure timely, defensible resolution.
• Ensures consistent handling of employee relations matters across departments.

Grievance & ESC Hearing Administration (Lead Responsibility)

• Serves as the lead HR representative for all grievance and ESC hearings.
• Coordinates scheduling, documentation, and case preparation for hearings.
• Reviews supervisor documentation for completeness and defensibility prior to hearings.
• Prepares HR summaries, case briefs, and recommended outcomes.
• Ensures compliance with contractual timelines and procedural requirements.
• Represents HR during hearings, ensuring consistent application of policies and processes.
• Tracks outcomes, identifies trends, and recommends corrective actions or training needs.

Supervisor Coaching and Guidance

• Coaches' supervisors and managers on performance management, corrective action, and documentation expectations.
• Assists leaders in preparing disciplinary documentation and improvement plans.
• Provides practical guidance on addressing conduct, attendance, and workplace behavior issues.
• Reinforces consistent application of policies and accountability standards.
• Supports early intervention to prevent escalation and reduce operational disruption.

Oversight and Participation

• Oversees workplace investigations conducted by employee relations staff.
• Reviews investigative plans, documentation, and findings.
• Provides directions on interview approaches and evidence gathering.
• Participates directly in complex or sensitive investigations as needed.
• Ensures investigations meet organizational standards for fairness and documentation.

Documentation Quality and Compliance Control

• Reviews disciplinary and investigative documentation for accuracy, consistency, and defensibility.
• Ensure documentation supports sound organizational decisions and withstands grievance or legal review.
• Maintains documentation standards across ER activities.
• Identifies trends indicating inconsistent supervisory practices or compliance risks.

Workforce Consistency and Risk Awareness

• Identifies recurring workplace issues and organizational patterns.
• Communicates trends and concerns to management.
• Supports implementation of preventative employee relations initiatives.
• Promotes equitable treatment across departments.

Staff Supervision and Development

• Supervises Employee Relations Specialists, assigning workload priorities and monitoring performance.
• Provides coaching to improve investigative, documentation, and case management practices.
• Conducts performance evaluations and supports professional development.
• Builds staff capability in ER processes and transit‑specific requirements.

Training and Organizational Support

• Assists in delivering supervisor training related to employee relations practices.
• Reinforces organizational expectations regarding documentation and conduct management.
• Supports rollout of updated procedures, guidance materials and ER tools.

Cross-Functional Collaboration

• Partners with HR Business Partners on division‑level workforce issues.
• Coordinates with Safety, Security, Risk, Payroll, and Leave Administration when cases intersect functional areas.
• Supports ER components of safety‑sensitive compliance, including DOT/FTA drug and alcohol requirements.
• Maintains collaborative relationships with operational leadership across bus, rail, STS, and maintenance.

Continuous Improvement

• Identifies opportunities to strengthen ER workflows and case management processes.
• Recommend improvements to tools, templates, and documentation standards.
• Supports implementation of updated practices and procedures.

Core Competencies:

Employee Relations Practice Leadership:

• Guides supervisors and staff in resolving workplace issues consistently and effectively.
• Apply policies and procedures practically and consistently.
• Supports proactive issue resolution and workforce stability.

Grievance & ESC Hearing Expertise

• Lead grievance and ESC hearing processes with confidence and neutrality.
• Ensures documentation and case preparation meet procedural and contractual standards.
• Represents HR effectively during hearings.
• Identifies trends and recommends corrective actions.

Supervisory Coaching and Influence:

• Provides clear practical guidance.
• Build supervisory confidence and reinforce accountability expectations.
• Reinforces accountability expectations.
• Encourages early intervention to prevent operational disruption.

Investigation Oversight:

• Ensuring investigations are thorough, objective, and well documented.
• Maintains neutrality and professionalism.
• Supports defensible outcomes

Operational Supervision:

• Assigns work effectively and monitor workflow progress.
• Maintain service standards and accountability
• Supports staff development and capability building.

Documentation and Compliance Awareness

• Maintains documentation quality standards.
• Identifies compliance risks and reinforces procedural consistency.
• Supports audit readiness.

Communication and Conflict Resolution:

• Communicate clearly and professionally during sensitive situations.
• Facilitates constructive resolution and maintains composure under pressure.
• Maintains composure under pressure.
• Build trust with stakeholders and employees.

Organizational Awareness:

• Recognizes patterns affecting workforce culture and operations.
• Understands transit operational context and safety‑sensitive requirements.
• Communicates insights into leadership

Integrity and Professional Judgment: Ability to handle sensitive workforce matters ethically and responsibly.

• Maintains confidentiality and impartiality.
• Exercises sound judgment.
• Upholds professional and ethical standards.

Supervision Given To:

• HR Specialists (Employee Relations)

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.

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.