Date Opened: Friday, January 09, 2026 12:00 AM

Close Date: Monday, January 19, 2026 12:00 AM

Department: Aviation Department

Function HR Support

Salary: $0.00 - $0.00 Commensurate with Experience

Welcome to the City of Charlotte

Charlotte is America’s 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

This position performs a wide range of Human Resources activities for the Aviation Department at Charlotte Douglas International Airport, which includes a diverse, non-union workforce of nearly 1,000 positions occupying over 100 different job classifications (e.g. laborers, skilled trades, paraprofessional and professional occupations). Duties to include but not limited to managing employee relations and legal compliance, performance management, employee exit and stay interviews, and drug and alcohol compliance. Additionally, this position will provide policy oversight, employee training and serves as a back up to Aviation’s Human Resources Manager. Attention to detail, and strong organizational skills with the ability to effectively plan, prioritize and organize work is essential to be successful. Work is performed with latitude for discretion, independent judgment, and action under minimal supervision; initiative is expected. Work requires extensive contact with internal and external stakeholders, and representatives from a variety of organizations.

Major Duties & Responsibilities:

• Lead the employee relations function, including investigations, complaint resolution, and coaching for managers.

• Oversee performance management processes and support supervisors in applying consistent performance standards.

• Review, update, and implement HR policies and ensure compliance with federal, state, and local employment laws.

• Develop and deliver training on workplace policies, employee relations, and performance management best practices.

• Manage exit and stay interviews, analyze trends, and recommend strategies to improve engagement and retention.

• Oversee drug and alcohol testing processes and compliance requirements.

• Partner with HR leadership on workforce planning, classification/compensation actions, and special projects.

• Work requires supervising and monitoring performance for a regular group of employees (2 or more full-time employees). This includes conducting performance evaluations, setting work objectives, determining work effectiveness, realigning work as needed, and key involvement in hiring/disciplinary actions.

Minimum Qualifications:

High school degree or equivalent with seven (7) years of relevant experience, or a 2 year college degree with five (5) years of relevant experience, or a Bachelor's level degree with three (3) years of relevant experience, or a Master's level degree with one (1) year of relevant experience.

Preferred Qualifications:

Supervisory or managerial experience and PHR, SPHR, SHRM-CP, or SHRM-SCP Certification. Major coursework in Human Resources Management, Business or Public Administration, Psychology, or a related field of study.

Knowledge, Skills & Abilities:

Knowledge of:

• In-depth knowledge and application of federal, state, and local labor and employment law and regulations and compliance law.

• In-depth knowledge of the principles and practices of employee relations investigations and documentation. 

• Knowledge of how to facilitate and guide discussions between disputing parties to reach mutually agreeable solutions. 

• Demonstrable experience in developing and executing programs that measurably impact positive employee relations.

• In-depth knowledge of human resources procedures and policies

• Considerable knowledge of U.S. Equal Employment Opportunity Com