Top Recruiting & HR Jobs in Charlotte, NC

Provides comprehensive HR support, including employee relations, investigations, leave and accommodations, benefits, training, HRIS and payroll maintenance, compliance audits, compensation processes, reporting, and budget planning. Advises employees and leaders on workplace policies, performance matters, conflicts, and employment practices while supporting a fair and effective workplace.

Provides comprehensive HR support, including employee relations, investigations, leave and accommodations, benefits, training, HRIS and payroll maintenance, compliance audits, compensation processes, reporting, budgeting, and policy administration. Advises employees and leaders on workplace matters while supporting organizational goals and regulatory compliance.

Leads HR technology programs and system enhancements by analyzing business needs, defining requirements, configuring applications, analyzing workflows, managing testing, and ensuring compliance with SDLC, SOX, change control, and audit procedures. Serves as the liaison between HR Operations, business leaders, and technology teams while resolving escalated HR systems issues and supporting cross-functional process improvements.

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.

Own end-to-end workplace investigations involving harassment, discrimination, retaliation, and policy violations. Advise leaders and HR partners on employee relations, accommodations, performance, and separations; maintain case documentation and tracking; identify organizational trends; support policy improvements and manager training; and provide impartial HR-for-HR oversight. Partner with Legal and external counsel on sensitive matters while using AI tools to assist investigation planning, evidence summaries, and reporting.

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.

Manages the HR department, including employee relations, recruiting, retention, compensation, benefits, compliance, performance management, training, investigations, and workforce policies. Partners with senior leadership on talent strategy, monitors employment-law compliance, develops HR processes and SOPs, oversees benefit-provider relationships, and supervises HR staff. The role is full-time and on-site, with occasional weekends, overtime, and holidays.

Provides specialized HR advice, analyzes and improves HR policies and processes, supports cross-functional initiatives, and develops HR solutions. The role manages stakeholders, ensures regulatory compliance, conducts data analysis, supports Workday Talent Acquisition testing and implementations, and leads training, reporting, communications, and process enhancements. Requires strong judgment, confidentiality, collaboration, influencing, and risk management skills.

Leads the HR function, including employee relations, compliance, HR operations, benefits, compensation, recruiting, audits, and workforce planning. Manages and develops HR staff, advises senior leaders, oversees HRIS and payroll processes, monitors workforce metrics, and partners with the CHRO on strategic initiatives, policy development, organizational design, and process improvements.

Supports HR and payroll operations across multiple sites, including onboarding, benefits administration, employee records, payroll processing, recruiting coordination, leave administration, and offboarding. Manages DOT and OSHA compliance, workplace safety programs, workers’ compensation claims, audits, and employee documentation. Maintains HRIS and payroll systems, improves processes and controls, and provides day-to-day guidance to employees and managers while ensuring legal and regulatory compliance.

Provides administrative support across HR operations, including employee records, onboarding, staffing, orientations, employee programs, compliance reporting, requisition tracking, training logistics, tuition reimbursement, purchasing, and special projects. The role requires regular in-person office attendance and occasional exposure to operational facilities.

Provides HR administrative support across staffing, onboarding, employee records, recognition programs, compliance reporting, requisition tracking, training coordination, tuition reimbursement, and new-hire orientation. Maintains departmental purchasing, invoices, electronic files, and employee programs while supporting HR projects and cross-functional activities. The role requires regular in-person office attendance and exposure to operational facilities.

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.

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.

Provides strategic HR partnership to the Managed Services Division, advising leaders on talent strategy, workforce planning, employee relations, performance management, compensation, organizational change, and employee development. Supports talent processes, HR programs, and continuous improvement initiatives while using HR data and dashboards to guide recommendations. The role requires multi-state workforce support, employment law knowledge, HRIS proficiency, and strong conflict-management and analytical skills.

Serves as a strategic HR advisor to business and insurance leaders, supporting workforce planning, organizational design, talent management, succession planning, employee engagement, performance management, and employee relations. Ensures compliance with employment laws, advises on investigations and workforce reductions, implements enterprise HR initiatives, interprets talent analytics, and develops recommendations that align people strategies with business objectives.

Leads HR Operations delivery across HRIS governance, employee lifecycle administration, benefits and leave operations, compensation processes, employee service delivery, HR AI governance, compliance, reporting, automation, and process improvement. Manages HR Operations staff and vendors while supporting a multi-state workforce. Establishes controls, service standards, workflows, and audit practices to ensure accurate, scalable, compliant HR services and effective employee experiences.

Supports manufacturing plant operations through employee relations, talent acquisition and management, succession planning, workforce management, organizational development, performance management, training, and change leadership. Partners with business leaders to align HR practices with organizational objectives, resolve employee issues, coach managers, and drive organizational effectiveness.

Supports manufacturing plant operations through employee relations, talent acquisition and management, succession planning, workforce management, organizational development, performance management, training, and change leadership. Builds relationships across the organization, coaches leaders, resolves employee relations issues, drives organizational effectiveness, and aligns HR practices with business objectives.

Supports recruiting, university outreach, onboarding, payroll preparation, timekeeping review, audits, HRIS updates, employee records, communications, and general HR projects. The internship rotates across talent acquisition, payroll, and HR operations while providing hands-on experience in a startup environment. The role is onsite and requires comfort working in varied operational settings.

Manages daily HR operations, payroll changes, benefits administration, leave support, HR systems, employee records, compliance audits, I-9 and E-Verify processes, and employee inquiries. The role reconciles payroll and benefits data, supports open enrollment and 401(k) activities, maintains accurate records, troubleshoots basic system issues, and safeguards confidential information.

Provides comprehensive administrative support to two executives and their teams, including calendar and email management, meeting preparation, travel coordination, expense processing, purchasing, document organization, internal communications, legal administrative tasks, and departmental event planning. The role also supports attorneys and HR personnel with confidential matters, coordinates vendors and outside counsel, and provides backup assistance and training to other executive assistants.

Leads the company’s HR function, including HR business partners, talent acquisition, learning and development, performance management, benefits, compliance, employee relations, and workforce planning. Advises executive leadership, develops scalable HR policies and systems, oversees employment-law compliance, manages benefits providers, supports organizational growth, and ensures consistent HR practices across multiple locations and business units.