Human Resources Generalist Senior

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. 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.

About the Role

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 hands-on 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 safety-sensitive, union-influenced transit environment.

Responsibilities

• Employee Relations Operational Leadership
  • Oversee daily employee relations operations and assign casework to ER staff.
  • Serve as primary escalation point for supervisors addressing workplace concerns.
  • Guide resolution strategies aligned with policies and transit operational requirements.
  • Ensure consistent handling of ER matters across bus, rail, STS, maintenance, and administrative divisions.
  • Monitor case progress and ensure timely, defensible resolution.
• Grievance & ESC Hearing Administration (Lead Responsibility)
  • Serve as the lead HR representative for all grievance and ESC hearings.
  • Coordinate scheduling, documentation, and case preparation for hearings.
  • Review supervisor documentation for completeness and defensibility prior to hearings.
  • Prepare HR summaries, case briefs, and recommended outcomes.
  • Ensure compliance with contractual timelines and procedural requirements.
  • Represent HR during hearings, ensuring consistent application of policies and processes.
  • Track outcomes, identify trends, and recommend corrective actions or training needs.
• Supervisor Coaching and Guidance
  • Coach supervisors and managers on performance management, corrective action, and documentation expectations.
  • Assist leaders in preparing disciplinary documentation and improvement plans.
  • Provide practical guidance on addressing conduct, attendance, and workplace behavior issues.
  • Reinforce consistent application of policies and accountability standards.
  • Support early intervention to prevent escalation and reduce operational disruption.
• Oversight and Participation
  • Oversee workplace investigations conducted by employee relations staff.
  • Review investigative plans, documentation, and findings.
  • Provide directions on interview approaches and evidence gathering.
  • Participate directly in complex or sensitive investigations as needed.
  • Ensure investigations meet organizational standards for fairness and documentation.
• Documentation Quality and Compliance Control
  • Review disciplinary and investigative documentation for accuracy, consistency, and defensibility.
  • Ensure documentation supports sound organizational decisions and withstands grievance or legal review.
  • Maintain documentation standards across ER activities.
  • Identify trends indicating inconsistent supervisory practices or compliance risks.
• Workforce Consistency and Risk Awareness
  • Identify recurring workplace issues and organizational patterns.
  • Communicate trends and concerns to management.
  • Support implementation of preventative employee relations initiatives.
  • Promote equitable treatment across departments.
• Staff Supervision and Development
  • Supervise Employee Relations Specialists, assigning workload priorities and monitoring performance.
  • Provide coaching to improve investigative, documentation, and case management practices.
  • Conduct performance evaluations and support professional development.
  • Build staff capability in ER processes and transit-specific requirements.
• Training and Organizational Support
  • Assist in delivering supervisor training related to employee relations practices.
  • Reinforce organizational expectations regarding documentation and conduct management.
  • Support rollout of updated procedures, guidance materials, and ER tools.
• Cross-Functional Collaboration
  • Partner with HR Business Partners on division-level workforce issues.
  • Coordinate with Safety, Security, Risk, Payroll, and Leave Administration when cases intersect functional areas.
  • Support ER components of safety-sensitive compliance, including DOT/FTA drug and alcohol requirements.
  • Maintain collaborative relationships with operational leadership across bus, rail, STS, and maintenance.
• Continuous Improvement
  • Identify opportunities to strengthen ER workflows and case management processes.
  • Recommend improvements to tools, templates, and documentation standards.
  • Support implementation of updated practices and procedures.

Core Competencies

• Employee Relations Practice Leadership
  • Guide supervisors and staff in resolving workplace issues consistently and effectively.
  • Apply policies and procedures practically and consistently.
  • Support proactive issue resolution and workforce stability.
• Grievance & ESC Hearing Expertise
  • Lead grievance and ESC hearing processes with confidence and neutrality.
  • Ensure documentation and case preparation meet procedural and contractual standards.
  • Represent HR effectively during hearings.
  • Identify trends and recommend corrective actions.
• Supervisory Coaching and Influence
  • Provide clear, practical guidance.
  • Build supervisory confidence and reinforce accountability expectations.
  • Encourage early intervention to prevent operational disruption.
• Investigation Oversight
  • Ensure investigations are thorough, objective, and well-documented.
  • Maintain neutrality and professionalism.
  • Support defensible outcomes.
• Operational Supervision
  • Assign work effectively and monitor workflow progress.
  • Maintain service standards and accountability.
  • Support staff development and capability building.
• Documentation and Compliance Awareness
  • Maintain documentation quality standards.
  • Identify compliance risks and reinforce procedural consistency.
  • Support audit readiness.
• Communication and Conflict Resolution
  • Communicate clearly and professionally during sensitive situations.
  • Facilitate constructive resolution and maintain composure under pressure.
  • Build trust with stakeholders and employees.
• Organizational Awareness
  • Recognize patterns affecting workforce culture and operations.
  • Understand transit operational context and safety-sensitive requirements.
  • Communicate insights to leadership.
• Integrity and Professional Judgment
  • Handle sensitive workforce matters ethically and responsibly.
  • Maintain confidentiality and impartiality.
  • Exercise sound judgment.
  • Uphold professional and ethical standards.

Qualifications

• Minimum Qualifications
  • Bachelor’s 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.