Top Recruiting & HR Jobs in Charlotte, NC

Partners with business leaders to diagnose organizational and employee issues, lead talent and workforce planning, coach leaders, support performance and engagement initiatives, manage change, and collaborate with HR centers of excellence to deliver strategic HR programs and solutions.

Leads business execution and serves as Chief of Staff to the Head of Global Workforce Relations. Oversees strategic planning, governance, executive communications, budgets, resource and workforce planning, process improvement, and complex enterprise initiatives. Manages a team, supports executive decision-making, establishes operating rhythms, identifies risks, and coordinates cross-functional execution across HR and enterprise stakeholders.

Partners with business leaders to diagnose organizational and employee issues, deliver HR strategies, and improve engagement and performance. Provides leadership development coaching, supports talent and workforce planning, facilitates change management, develops engagement action plans, and collaborates with HR centers of excellence on talent acquisition, learning, compensation, and employee relations initiatives.

Partners with business leaders and HR centers of excellence to diagnose organizational issues, improve engagement, lead talent and workforce planning, coach leaders, support performance and leadership development, and implement change-management strategies. The role develops HR project plans, advises on policies and programs, facilitates talent reviews, and delivers solutions aligned with business objectives.

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.

Provides strategic and hands-on HR partnership to Engineering, Product, and R&D leaders. Responsibilities include manager coaching, performance management, employee relations, talent and compensation programs, engagement surveys, exit meetings, organizational effectiveness, risk identification, and policy application. The role supports globally distributed teams during a six-month transition period and requires strong judgment, confidentiality, communication, and operational execution.

Leads PwC’s HR Managed Services payroll team, overseeing global payroll operations, compliance, process improvements, and transformational change. Builds strategic client relationships, develops payroll policies and practices, mentors team members, promotes payroll technology adoption, and establishes industry-leading processes across global teams. The Director provides thought leadership, drives business growth, and maintains trusted relationships across diverse stakeholders.

Design and implement AI agents, plugins, automations, and enterprise integrations for HR Technology platforms. Lead requirements gathering, technical analysis, solution design, testing, documentation, deployment, security, and data integrity efforts across HR, IT, and business stakeholders. Integrate platforms including ServiceNow, Workday, and other enterprise applications while supporting the HR automation and AI roadmap.

Serve as strategic HR partner to G&A senior leaders, leading org design and restructures, driving performance calibration, using data and AI tools to surface org health risks, and translating people strategy into measurable outcomes across global, high-growth teams.

Leads HR operations across a multi-site call center network, managing HR Partners and recruiting teams. Oversees employee relations, investigations, multi-state compliance, leadership coaching, high-volume hiring, staffing ramps, retention initiatives, and workforce metrics. Partners with operations and legal leadership to support performance, headcount governance, and consistent people practices for frontline hourly teams.

Two-year rotational HR development program for early-career talent beginning in August 2027. Participants complete assignments across HR functions, conduct research and data analysis, present recommendations, support human capital initiatives, improve processes, and contribute to risk, compliance, project management, and solution delivery. The program includes formal training, mentorship, senior-leader exposure, and professional development, with potential placement into Wells Fargo HR roles after completion.

Paid, full-time HR internship supporting Corporate HR processes, programs, initiatives, and client groups. The intern will coordinate daily HR activities, manage priorities, communicate effectively, and contribute to department projects while participating in professional development, networking, mentorship, community service, and cross-functional internship experiences.

Administer and improve Workday and multi-platform HR security, including role-based access, security groups, access reviews, request approvals, audit support, governance documentation, and compliance controls. Evaluate elevated access requests, identify risks, resolve routine issues, coordinate remediation, and escalate complex decisions. Partner with HR, IT, Legal, and Compliance stakeholders to strengthen policies, processes, and least-privilege access across Workday, Peakon, UKG, Prism, and HR data platforms.

Supports recruiting and hiring teams by coordinating interviews, preparing materials, communicating with candidates, updating applicant tracking records, maintaining confidential documentation, assisting with follow-up, and providing administrative support while helping improve the candidate experience.

Provides administrative and operational support to Human Resources, including maintaining employee records, assisting recruitment and onboarding, coordinating benefits and payroll information, responding to employee questions, preparing HR documentation and reports, tracking attendance and training records, supporting compliance, and handling confidential personnel information.

Serves as a strategic HR advisor to senior executives, developing talent strategies aligned with business objectives. Leads organizational design, workforce planning, complex HR initiatives, and change programs while using data-driven insights to influence decisions. Coaches leaders, mentors HR professionals, partners with Finance and HR centers of excellence, and manages talent, labor-cost, risk, and compliance considerations across a complex organization.

Strategic HR partner for Integrated Supply Chain leaders, translating operational priorities into workforce, talent, organization, and culture strategies. Leads workforce planning, organization design, succession, talent reviews, leadership development, critical hiring, employee relations, change management, and organizational health initiatives. Coordinates HR generalist and specialist support across locations, coaches leaders, and strengthens accountability, engagement, inclusion, and leadership effectiveness.

Serves as a strategic HR partner to Integrated Supply Chain leaders, translating operational priorities into workforce and talent plans. Leads workforce planning, organization design, succession, talent reviews, leadership development, critical hiring, employee relations, change management, and organizational health initiatives. Coordinates HR generalist and specialist support while coaching leaders on accountability, engagement, inclusion, and effectiveness.

Participates in an HR rotational development program across areas including Total Rewards, HR Operations, Workforce Strategy, Leadership Development, Talent Attraction, Diversity and Inclusion, and Shared Services. Builds HR knowledge through hands-on assignments, develops relationships with mentors and senior leaders, and applies academic learning to business challenges. The role requires a bachelor's degree and offers exposure to corporate and operational HR functions.

The Human Resources Generalist manages employee relations, performance management, onboarding, compensation and benefits administration, leave management, HRIS records, compliance, investigations, reporting, and manager support. The role advises leaders and associates on policies, supports workforce planning and engagement initiatives, maintains employment documentation, and assists with HR projects and continuous improvement. It requires at least three years of HR experience, payroll or HRIS experience, strong communication skills, and proficiency in Microsoft Office.

The Human Resources Generalist manages employee relations, investigations, performance management, compliance, onboarding, compensation, benefits, leave administration, HRIS records, reporting, and manager support. The role advises leaders and associates, supports workforce planning and engagement, maintains employment documentation, assists with audits and HR projects, and helps administer talent and training programs. It requires strong communication, confidentiality, and the ability to manage shifting priorities.

The HR Generalist supports HR operations across multiple warehouse locations, including employee relations, performance management, onboarding, compliance, change management, HRIS records, payroll accuracy, benefits enrollment, and workforce reporting. Based in Concord, NC, the role partners with site leaders and employees across several states, requiring approximately 40% travel. The position also supports engagement, retention, investigations, and HR projects in a fast-paced distribution environment.

Supports manufacturing plant operations as an HR Business Partner, leading employee relations, talent acquisition, talent management, succession planning, workforce management, organizational development, performance management, training, and change initiatives. Advises leaders, coaches employees, drives organizational effectiveness, brokers HR services, and resolves workplace issues. Requires at least five years of HR generalist or business partner experience in a manufacturing environment.

Leads an HR Solutions team delivering global HR service transformation and shared-services improvements. Oversees change management, process design, technology adoption, AI-enabled solutions, Workday workflows, and continuous improvement initiatives. Uses data and large datasets to identify trends and improve service delivery, efficiency, and associate experience. Establishes success measures, manages project portfolios, develops talent, and collaborates across HR and business functions to drive scalable operational excellence.

Owns the end-to-end HR function for a distributed U.S. and New Zealand organization. Responsibilities include HR strategy, employee lifecycle processes, payroll oversight, HRIS selection and implementation, policies, internal controls, compliance, employee relations, performance management, compensation, benefits, recruiting, and onboarding. The role partners closely with the CFO, executives, managers, Finance, external counsel, vendors, and New Zealand HR support to build a scalable HR operating model.