Top Recruiting & HR Jobs in Charlotte, NC

Directs human resources strategy and operations across employee relations, recruiting, staffing, compliance, retention, organizational change, payroll, commissions, and HRIS administration. Advises executives and managers on complex workforce issues, leads enterprise initiatives, manages budgets, and develops HR staff. The role supports a geographically dispersed workforce while ensuring compliance with employment laws and company policies.

Act as an HR Business Partner to drive people processes and programs across assigned client areas. Diagnose organizational issues, advise leaders on talent, performance, change management, and development, partner with HR Centers of Excellence, and lead project plans to deliver HR strategies that support business objectives and engagement.

Partner with senior leaders in Inventory Replenishment & Planning to develop and execute people strategies. Responsibilities include organization design, workforce planning, succession planning, leadership development, organizational effectiveness, change management, workforce insights, and executive coaching. The role serves as a trusted advisor, translates complex workforce challenges into actionable recommendations, partners with HR Centers of Excellence, and supports organizational transformation and business performance.

Leads and scales the HR Engineering team supporting Workday and related HR applications. Provides technical and functional mentorship, oversees Workday operations, drives automation, upgrades, process improvements, testing, and implementations. Partners with stakeholders, security teams, vendors, and geographically distributed teams to deliver secure, scalable HR technology solutions. Manages vendor RFPs and relationships while coordinating technical projects and continuous improvement initiatives.

Lead global HR business partnering for R&D, Engineering, Product, Security, and Research organizations. Advise senior technical executives, align talent strategy with business goals, architect AI-native organizational structures, evolve career frameworks, manage succession and retention, guide complex change, and coordinate People Team centers of excellence. Lead a global HRBP team while applying people analytics and executive coaching to improve organizational health, leadership effectiveness, and workforce outcomes.

The Senior Manager, HR Compliance is responsible for developing and executing a compliance framework across the Americas, managing immigration and global mobility programs, and ensuring adherence to applicable laws and regulations while fostering a culture of compliance within the organization.

Ten-week HR internship supporting HR functions such as talent acquisition, total rewards, HR operations, and analytics. Participate in training, assist low-complexity initiatives, perform data analysis, support project coordination, and provide information to stakeholders while learning HR policies, compliance, and risk controls.

Own the end-to-end People lifecycle for M&A: lead HR due diligence, partner with Corporate Development, build cross-functional integration playbooks, orchestrate Recruiting/Comp/Immigration/Payroll workstreams, and design day-1 onboarding and retention programs to integrate acquired technical teams under compressed timelines.

The HR Business Partner advises managers and employees on workforce planning, performance management, employee relations, engagement, organizational development, compensation, benefits, and succession planning. The role handles investigations and conflict resolution, ensures compliance with labor laws, updates HR policies, supports learning initiatives, and analyzes HR metrics including turnover, engagement, and DEI data. This six-month contract requires strong communication, discretion, HR expertise, and the ability to work independently in a fast-paced startup environment.

The Senior HR Business Partner will drive organizational effectiveness and talent outcomes, using data-driven insights to shape people strategies and improve team performance in a global, fast-paced environment.

Serve as the strategic HR partner for G&A leaders, leading organizational design, restructuring, performance calibration, leadership coaching, change communication, and people-program implementation. Use employee data, engagement insights, AI tools, and headcount models to guide decisions and identify organizational risks. Support globally distributed teams while handling sensitive personnel information with discretion and partnering with senior executives across Finance, Legal, Compliance, and People functions.

Serve as strategic HR partner to a 2,000+ R&D organization, leading org design, performance calibration, people programs, engagement analysis, and coaching senior leaders to scale the org and improve talent outcomes.

Provide generalist HR advice across employee relations, onboarding, performance management, global mobility, and cyclical HR processes. Partner with HR Business Partners on salary review, talent mapping, calibration, and engagement analysis. Identify automation and self-service opportunities, support flexible work requests, and contribute to continuous improvement within a distributed, Pacific Time Zone-based team.

Provides day-to-day employee relations advice to managers, employees, and HR partners across multiple business lines. Handles complex performance, conduct, accommodation, leave, compensation, safety, disciplinary, termination, and workforce transition matters. Investigates issues, assesses risk, manages case documentation, interprets HR policies, coaches leaders, identifies trends, escalates high-risk concerns, and recommends solutions. The role also supports policy implementation, process improvements, reporting, stakeholder partnerships, and manager capability development.

Provides day-to-day employee relations advice to managers, employees, and HR partners across multiple business lines. Handles performance management, workplace behavior, accommodations, terminations, workforce transitions, investigations, and policy guidance. Coaches leaders, assesses risks, manages cases, ensures employment-law compliance, identifies trends, prepares management reporting, and escalates high-risk issues. The role also supports HR process improvements, stakeholder partnerships, and consistent policy implementation.

Provide HR operational support to HR Business Partners: maintain HR data, produce recurring and ad hoc reports, manage shared HR mailboxes, support projects, prepare presentations, improve processes and automate workflows, and assist with low-level employee relations while protecting confidential information.

Partner with regional and site leaders across multiple industrial locations to align people strategies with business priorities. Provide HR guidance on employee relations, performance management, workforce planning, talent acquisition, compensation, compliance, and organizational effectiveness. Drive consistent HR practices, analyze workforce metrics, support training and succession planning, lead investigations, and enable change management while maintaining a visible regional HR presence and collaborating with HR centers of excellence.

The role involves assisting in recruitment through candidate screening, communication coordination, and clerical tasks. Applicants must be organized and skilled in customer service.

The Employee Relations Consultant will address complex employee issues, conduct investigations, partner with management and HR teams, and develop training resources while promoting a respectful workplace.

Serves as a strategic HR subject matter expert and trusted advisor to senior executives. Develops enterprise talent, organizational design, workforce planning, compensation, and operating model strategies; leads complex cross-functional HR initiatives; uses analytics and emerging technologies to identify organizational needs and guide workforce investments. Coaches HR partners, influences enterprise HR programs, mentors colleagues, and ensures risk and compliance requirements are managed effectively.

Design, build, and maintain cross-platform mobile apps using Flutter and Dart. Implement responsive, reusable UI, integrate REST APIs and Firebase services, apply state management (Provider/Riverpod/Bloc/GetX), write tests, optimize performance, publish to Google Play and Apple App Store, and collaborate with designers and backend engineers.

Serves as an HR business partner and trusted advisor to leaders across assigned offices. Provides coaching and guidance on employee relations, performance management, investigations, organizational change, talent development, engagement, retention, and workforce planning. Partners with senior leaders and Talent teams to support firmwide priorities, analyze workforce trends, improve HR practices, and ensure employment-law compliance.

Connect with people interested in personal development, guide structured conversations, follow up through digital platforms, share online education programs and events, and track activity and results. The role involves remote independent work, flexible scheduling, ongoing training, mentorship, and performance-based income. Workers use Zoom, phone, digital communication platforms, and AI-supported productivity tools while managing their own schedules and developing communication and leadership skills.

Administer HR policies and programs for assigned transportation sites. Manage employee relations, workplace investigations, conflict resolution, policy interpretation, compliance, recruiting and staffing support, HR reporting, and strategic HR initiatives. Advise managers and senior leadership, implement engagement programs, maintain HR records and systems, and foster a positive employee relations climate. The role is onsite four days weekly in Charlotte, with monthly business-site travel of up to 25–30%.

Provide HR business partner support for NC operations, focusing on employee relations, talent acquisition and management, succession planning, workforce management, organizational development, performance management, training, change leadership, coaching, and project management to align HR practices with business objectives.