Top Recruiting & HR Jobs in Charlotte, NC

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.

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.

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.

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 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.

The Principal People Success Partner drives talent strategies for Sales and Marketing, partners with senior leaders, influences organizational health, and leads transformations using AI.

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.

Lead HR generalist functions for multiple manufacturing facilities, supervising HR Business Partners. Drive leadership development, performance management, retention, employee and labor relations, and consistent HR policy implementation. Manage coaching/counseling, compliance, training, vendor relationships, and continuous improvement of HR processes to support business results and a union-free environment.

The Director of HRBP will guide high-visibility strategic people initiatives, focusing on leadership development, employee relations, HR metrics, and workforce planning while collaborating with senior leadership.

Serve as strategic HR partner to plant leadership covering employee relations, attendance and leave administration, workers' compensation, benefits, HR compliance, onboarding and engagement programs, investigations, payroll/HR data accuracy, workforce analytics, and safety/return-to-work coordination to support workforce planning, retention, and operational objectives.

Provide HR support for NC operations as a strategic business partner: manage employee relations, talent acquisition and development, succession and workforce planning, drive organizational effectiveness, lead change, coach leaders, manage performance processes, and support project work.

Lead HR generalist activities for multiple manufacturing facilities, supervising HR Business Partners. Drive leadership development, performance management, retention, employee and labor relations, policy implementation, HR program rollout, training, vendor management, and continuous improvement to support business results and maintain a union-free environment.

Lead HR risk, compliance, and policy programs partnering with Legal, HRIS, Payroll, and Finance. Build monitoring controls, run adverse impact and workforce analytics, manage OFCCP responses, develop SOPs, trainings, communications, and automated reporting tools. Drive policy governance, health & safety programs, and project manage cross-functional HR integrations and compliance initiatives.

Own full-cycle recruitment across departments: workforce planning, sourcing (LinkedIn, job boards, referrals), screening, interviewing, offer negotiation, ATS maintenance, hiring manager advising, and onboarding coordination while ensuring compliance and excellent candidate experience.

Lead and manage a team of employment lawyers and paralegals, provide strategic employment and corporate legal counsel to HR and business leaders, oversee litigation, agency and pre-litigation matters, direct outside counsel, draft and negotiate complex legal documents, and support regulatory responses and compliance initiatives.

Supports organizational culture and the full team member lifecycle through employee relations, performance management, corrective actions, leave administration, engagement initiatives, HR training, reporting, compliance, and policy improvement. Advises leaders on employment laws and organizational policies, represents the organization in employment-related proceedings, and conducts regular local travel to support off-site locations and team member engagement.

Lead HR operations including payroll, benefits, compliance, leaves, workers' comp, OSHA reporting, job classification, performance management, and employee development. Act as strategic partner supporting change management, audits, data privacy, and cross-functional HR initiatives.

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.

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.

Supports HR activities at a manufacturing facility, including employee relations, performance management, recruiting, retention, policy administration, HRIS transactions, payroll support, onboarding, employee records, benefits, engagement programs, and administrative operations. Partners with employees and leaders across locations, facilitates site events and leadership activities, resolves personnel issues, communicates policy and benefit changes, and helps develop a high-performance workplace culture.

Trusted HR advisor to senior leaders who develops long-term talent strategies, leads organizational design and cross-functional HR initiatives, uses data-driven insights for workforce planning and change management, mentors HR partners, and ensures alignment with cost-of-labor and compliance.

Serve as HR business partner for a manufacturing site, managing full life-cycle HR: employee relations, compliance, workforce planning, performance management, compensation/benefits oversight, training, and supervising an HR Generalist.