Top Recruiting & HR Jobs in Charlotte, NC

Leads complex HR projects and programs from planning through implementation, managing schedules, budgets, risks, resources, status reporting, and cross-functional workstreams. Partners with HR centers of excellence, business leaders, Store HR, creative teams, and marketing stakeholders to deliver workforce planning, training, performance management, talent, communications, and diversity initiatives. Provides strategic HR guidance, develops business cases, addresses process gaps, and ensures successful execution aligned with organizational objectives.

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 Hilton’s global HR Technology portfolio governance and program management. Responsibilities include integrated planning, prioritization, resource and capacity management, risk and dependency tracking, executive reporting, cross-functional program execution, vendor coordination, and steering committees. The role modernizes portfolio practices through AI, automation, analytics, and contemporary tools while establishing scalable governance, delivery standards, success measures, and outcome tracking for enterprise HR technology and AI-enabled initiatives.

Manage end-to-end payroll through a PEO, administer HRIS data, support employees with payroll and HR inquiries, ensure multi-state compliance, generate reports, and optimize HR workflows. Lead the organization’s 2027 transition from its PEO to an independent payroll and HR technology stack, including system selection, implementation, tax setup, SOP development, controls, and employee training.

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.

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.

Manage multi-state payroll processing, commission tracking, deductions, employee records, onboarding, offboarding, benefits support, and HR compliance. The role audits hours and incentive payouts, supports payroll expense reviews and internal controls, documents employee issues in Paycom, and serves as a trusted resource for employees, managers, and corporate HR teams.

Provides administrative support across recruitment, onboarding, employee records, benefits, payroll, attendance, compliance, HR communications, and employee inquiries. Maintains confidential personnel information, schedules interviews and meetings, prepares HR documents and reports, supports audits and engagement activities, and assists with onboarding and offboarding processes. Requires strong organization, communication, accuracy, confidentiality, time management, and proficiency with office and HR software.

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.

Provides administrative and operational support across HR functions, including recruitment, onboarding, employee records, benefits, payroll support, attendance tracking, compliance documentation, employee communications, and offboarding. Maintains confidential personnel information, responds to routine employee inquiries, schedules HR activities, prepares reports and documents, and supports HR projects and process improvements.

Provides administrative and operational support to Human Resources, including recruitment coordination, onboarding and offboarding, personnel records, attendance, payroll and benefits administration, employee communications, compliance documentation, reporting, scheduling, and HR file maintenance. Handles confidential information, responds to routine employee questions, supports audits and engagement activities, and assists with HR process improvements.

Provides administrative and operational support to Human Resources, including recruitment coordination, onboarding and offboarding, employee records, benefits and payroll administration, attendance tracking, HR communications, compliance documentation, reporting, scheduling, and employee support. Maintains confidential records, prepares HR documents and reports, responds to routine inquiries, supports audits and engagement activities, and assists with HR projects and process improvements.

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 the HR Business Partner and HR Generalist teams while serving as a strategic advisor to senior leaders. The role oversees workforce planning, organizational design, talent management, succession planning, employee engagement, retention, performance management, employee relations, compliance, change management, restructures, and reductions in force. Partners with HR Centers of Excellence, Employee Relations, and Legal to execute enterprise HR strategies, interpret workforce analytics, develop leadership capability, and improve employee experience.

Leads enterprise HR integration, strategic planning, governance, portfolio prioritization, operating model transformation, and cross-functional execution. Develops multi-year roadmaps, implementation frameworks, and accountability mechanisms across HR Centers of Excellence. Advises senior leaders on organizational readiness, change capacity, risks, dependencies, and sequencing. Uses workforce metrics and operational data to guide decisions, improve practitioner experience, and strengthen HR effectiveness across a complex, matrixed organization.

The posting provides no specific responsibilities or qualifications for the HR Reporting Analyst role. It includes general employer information, benefits, compensation, equal opportunity statements, employment verification details, and compliance requirements.

Supports HR strategy and day-to-day operations across employee relations, performance management, talent acquisition, workforce planning, compensation cycles, HR transactions, and employee inquiries. Maintains Workday processes, analyzes workforce data, prepares reports, improves HR workflows, and partners with HR business partners and Centers of Excellence. Ensures compliance with employment laws and company policies while handling sensitive information confidentially.

Leads HR enablement and enterprise implementation efforts by translating HR strategies into scalable deployment approaches. Directs readiness, change management, communications, training, adoption, and continuous improvement for major HR initiatives. Partners with HR Centers of Expertise, HR Business Partners, communications teams, and enterprise stakeholders to align strategy with execution, develop enablement resources, identify risks, and improve practitioner effectiveness across the organization.

Leads complex, high-risk HR investigations and employee relations cases from intake through resolution, including disciplinary recommendations and employment decisions. Advises HR and business leaders on sensitive workplace matters, conducts interviews and site visits, assesses risk, documents cases, identifies trends, escalates issues, and recommends process improvements. Builds stakeholder relationships, supports employee engagement initiatives, and ensures compliance with internal policies and legal requirements.

Partners with senior leaders across Finance, IT, Services, Engineering, and Legal to develop and execute people strategies. Leads talent management, succession planning, leadership development, workforce planning, organizational design, employee relations, performance management, and transformation initiatives. Uses workforce analytics to identify capability gaps and retention risks while coaching leaders and collaborating with HR centers of excellence to deliver integrated employee solutions.

Senior HR Manager serving as a strategic partner to Finance, IT, Services, Engineering, and Legal leaders. The role develops people strategies, leads talent management and succession planning, drives organizational design and workforce planning, coaches leaders, manages employee relations and performance, supports transformation, and uses workforce analytics to address capability, retention, and succession risks.

Provides strategic HR partnership to Merrill Wealth Management’s Investment Solutions Group and Chief Investment Office. Advises executives on workforce planning, organizational design, talent management, compensation, employee relations, leadership development, change management, and organizational effectiveness. Oversees HR priorities, analytics, hiring, succession planning, culture, inclusion, and compensation processes while leading an HR Manager and partnering with Finance, Talent Acquisition, Legal, Compliance, and other stakeholders.

Supports onsite human resources operations for a retail store, including staffing, onboarding, training, employee engagement, HRIS and payroll administration, compliance recordkeeping, performance management, employee issue resolution, expense processing, supply ordering, and travel coordination. Partners with store leadership and escalates complex employee-relations matters when needed.

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.