Opportunities to Work at UNC Charlotte

Positions at UNC CHarlotte

Position Types

There are two categories of permanent positions at UNC Charlotte: SHRA and EHRA. Both groups have some differences in terms of policies, leave allowances and benefits.

Subject to the State Human Resources Act (SHRA)

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.

Exempt from the State Human Resources Act (EHRA)

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.

Non-student Temporary Employees

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.

UNC Charlotte Application Process

The University offers a variety of employment opportunities for faculty, professional, staff and temporary positions (both non-student and student). As an Affirmative Action/Equal Opportunity employer, we encourage women, minorities, veterans and individuals with disabilities to apply.

Each vacancy listing includes minimum eligibility requirements, essential job functions, preferred qualifications, salary range (if applicable) and closing date.

Application Steps

Review the following steps for SHRA, EHRA non-faculty and non-student temporary employee positions. Information on faculty positions can be found at the Academic Personnel Procedures Handbook.

1. Applications are submitted.

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

2. Applications are reviewed.

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

3. The interview pool is determined 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.

4. Hiring manager contacts applications for interviews.

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

5. Hiring manager conducts reference checks.

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

6. Hiring proposal submitted

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

7. Background check on selected candidate.
  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.

Additionally, UNC Charlotte participates in the E-Verify Program as administered by the U.S. Department of Homeland Security. As a result, the University provides the Social Security Administration (SSA) and, if necessary, the Department of Homeland Security (DHS), with information from each new employee’s Form I-9 to confirm US work authorization.

Note: HR does not mandate a set timetable for the completion of the interview and selection processes, but hiring decisions are typically made within four to six weeks following the posted closing date.

Application Dos and Don’ts

  • DO use our online application system: All position types require the completion of an electronic staff application or faculty/staff profile through our online application system.
  • DO complete the application fully and ensure all relevant work experiences are included. Incomplete applications may not receive full consideration.
  • DO only create your profile/electronic application only once. You will use your profile to apply for any and all vacancies of interest, and you can edit and modify your application as changes occur.
  • DO submit your application on time. Applications must be submitted electronically and received no later than 11:59 p.m. (EST) on the closing date for each specific position.
  • DO NOT type “See Resume” in the application. You may attach documents such as a cover letter, resume and references as a supplement to the required application or profile.