Human Resources Generalist Senior

Date Opened: Wednesday May:00 AM

Close Date: Friday June:00 AM

Department: Charlotte Area Transit System Department

HR Support

Salary: $75471.00 - $94339.00 Commensurate with Experience

Welcome to the City of Charlotte

Charlotte is Americas Queen City opening her arms to a diverse and inclusive community of residents businesses and visitors alike. Here you will find a safe family-oriented city where people work together to help everyone thrive. The mission of the City of Charlotte is to deliver quality public services and promote the safety health and quality of life for all residents.

Our guiding principles include:

• Attracting and retaining a skilled and diverse workforce

• Valuing teamwork openness accountability productivity and employee development

• Providing all customers with courteous responsive accessible and seamless quality services

• Taking initiative to identify analyze and solve problems

• Collaborating with stakeholders to make informed decisions

SUMMARY

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.
Reporting to the Manager of HR Risk & Employee Relations the HR Supervisor leads a team of Employee Relations Specialists while serving as a primary resource for supervisors and managers addressing performance conduct attendance and workplace concerns. The role combines staff supervision with handson ER practice leadership including coaching supervisors reviewing corrective action documentation overseeing investigations and serving as the lead HR representative for grievance and ESC hearings.
The HR Supervisor supports organizational accountability promotes proactive issue resolution and strengthens workforce stability in a safetysensitive unioninfluenced transit environment.

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 transitspecific 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 divisionlevel workforce issues.
• Coordinates with Safety Security Risk Payroll and Leave Administration when cases intersect functional areas.
• Supports ER components of safetysensitive 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 safetysensitive 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

Minimum Qualifications

• Bachelors degree in human resources Business Administration Public Administration or related field and four (4) years of professional HR experience with employee relations responsibilities including lead or supervisory experience; or an equivalent combination of education and experience.

Preferred Qualifications

• HR certification (SHRM-CP or PHR).
• Experience supporting workplace investigations.
• Experience in a public-sector or safety sensitive operational environment (transit preferred).

Knowledge Skills and Abilities:

Knowledge of:

• Employee relations principles and workplace investigation practices.
• HR policies and performance management processes.
• Documentation and recordkeeping standards.
• Employment law fundamentals.
• Safety-sensitive workforce requirements (FTA/DOT) preferred

Skill in:

• Supervising staff and coordinating workflows.
• Conducting or supporting investigations.
• Communicating effectively in sensitive situations.
• Reviewing documentation for accuracy and completeness.
• Facilitating conflict resolution discussions.

Ability to:

• Apply policies consistently and fairly.
• Maintain confidentiality and neutrality.
• Manage multiple cases simultaneously.
• Support leaders through workplace challenges.
• Identify issues requiring escalation.
• Promote professionalism and accountability.

CONDITIONS OF EMPLOYMENT

The Citys 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 candidates 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.

HOW TO APPLY

Apply online.

Federal law requires employers to provide reasonable accommodations to qualified individuals with disabilities. Please tell us if you require a reasonable accommodation to apply for a job.

You are welcome to visit the City of Charlotte Human Resources Department lobby where self-service application kiosks are available. They are located in our office at 700 East 4th Street Suite 200 Charlotte NC 28202. We are open Monday through Friday from 9:30 a.m. to 3:30 p.m. (EST) excluding official City holidays.

For questions about your application or the hiring process please email

The City of Charlotte is committed to making our services and programs accessible to all. Upon request auxiliary aids written materials in alternate formats language access and other reasonable accommodations or modifications will be provided. To make a request please fill out the Innovation & Technology ADA request form or call View phone number on drjobpro.com.

BENEFITS

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

Click here to learn more about the City of Charlottes benefits.

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