Human Resources Generalist Senior

Job Description

Department: Charlotte Area Transit System Department

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 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.

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
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.
Ability to:
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