Opportunities to Work at UNC Charlotte

SHRA employees are who are Subject to the North Carolina Human Resources Act. SHRA positions are classified into career-banded classifications based on competencies required for the position and demonstrated by the employee. Career-banded classifications and their associated salary ranges are determined by the Office of State Human Resources (OSHR).

Included among these classes: accountants, administrative support, engineers, information technology, institutional services (housekeepers, grounds workers), research assistants (scientific and social), skilled trades, etc.

Under the provisions of the State Human Resources Act, employees in these classes are covered by benefits (leave accrual, etc.) and job protections (progressive discipline, grievance rights, etc.) not afforded to other types of employees.

EHRA employees are Exempt from the North Carolina Human Resources Act.

EHRA Staff (non-faculty) positions are administrative, professional, managerial, instructional support, development, information technology, police officers and research positions.

Most of these positions are “at will” employment. This means the employee serves at the will of the Chancellor and can be terminated without justification. Notice of termination is given according to the policy applicable to the particular category of EHRA Staff position. Some EHRA Staff are hired on term appointments, where a definite ending date is given, and the employee is terminated on that date without further notice. EHRA Staff positions are also normally subject to merit pay increases, as determined by legislation.

The Office of Academic Budget and Personnel is responsible for the personnel process for faculty including recruitment, hiring and retention; leave and reassignment of duties requests; salary administration and special pays; and the faculty re-appointment, promotion and tenure process. More information regarding faculty policies can be found on the Academic and Budget Personnel website.

The need for a non-student temporary employee may be necessary when extra help is needed due to:

• Extended medical leaves
• Peak production levels
• Transitional period
• Increased workload demands

Part-time non-student temporary employees are ineligible to receive benefits (leave, health coverage, State service credit, etc.). They are, however, covered by Worker’s Compensation provisions. Full-time non-student temporary employees who average 30 hours a week or more are eligible for the State Health Plan’s High Deductible Health Plan.

Apply through our online system before 11:59 p.m. EST on the position’s closing date.

SHRA applications are reviewed by a talent acquisition consultant in Human Resources. EHRA staff applications are reviewed by the hiring manager.

From this group, the interview pool is determined by an evaluation of a match to the job-related criteria, and the hiring official’s best estimation of a match to the respective responsibilities assigned to the vacant position. Please note, hiring officials are not required to interview every candidate referred to them for further consideration. Human Resources only asks that they conduct a minimum of three interviews for appropriate comparison purposes.

If you are selected for an interview, you will be contacted directly by the department to schedule an interview.

Once the applicant pool has been narrowed down to the final candidate, at least two reference checks must be completed.

Once the final candidate has been selected, the hiring manager completes a hiring proposal for HR to review.

1. To assure a safe learning and working environment for our students, faculty and staff, the Human Resources Department conducts a criminal background check of any selected candidate who:
   1. Is not a current UNC Charlotte employee, and
   2. Has been identified as the preferred candidate for a full- or part-time, permanent, time-limited or temporary position (not including student positions).
   3. Note: A conviction does not mean that you are ineligible to be hired. The nature of any offense(s)—recency, severity, and relevance—will be evaluated in relation to the job for which you are applying. All job offers are conditional upon a review of the results of the criminal background report and the authorization of an appropriate University official who has determined that no adverse action will be taken based upon the information contained in the criminal background report.