Top Recruiting & HR Jobs in Charlotte, NC

Leads HR business execution initiatives supporting HRBPs and client groups. Develops executive human capital metrics presentations, translates data into insights, coordinates cyclical HR activities, manages strategic implementations, and delivers communications, change management, reporting, and recommendations. Partners across HR centers of excellence and business execution teams to improve HR products and services, monitor complex projects, resolve issues, and drive alignment in a complex, evolving organization.

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.

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.

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.

Provides administrative support for human resources operations, including recruiting, onboarding, employee records, benefits, payroll assistance, HR communications, training coordination, compliance documentation, and employee engagement activities. Maintains confidential personnel information, updates HR systems, prepares reports and documents, schedules HR activities, and assists employees with general HR questions.

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.

Provides administrative and operational support to Human Resources, including employee recordkeeping, recruiting coordination, onboarding, benefits and payroll assistance, employee communications, HR reporting, compliance documentation, and confidential personnel information management. The role also supports training, performance review processes, employee inquiries, calendars, special projects, and general departmental activities.

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.

Provides administrative and operational support to Human Resources, including maintaining confidential employee records, assisting with recruiting and onboarding, coordinating benefits and payroll information, responding to employee questions, tracking attendance and training, preparing HR documents and reports, supporting compliance and employee communications, and assisting with HR projects.

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.

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.

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.

Administer Workday Learning as the business-side owner of learning catalogs, campaigns, enrollments, completions, reporting, compliance evidence, security, and related business processes. Execute annual training programs, automate manual administration, manage eligibility rules and content, support SOX and audit readiness, and escalate complex configuration or integration issues to HR technology teams.