Top Recruiting & HR Jobs in Charlotte, NC

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.

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.

Lead PwC's HR Managed Services payroll practice: build and maintain global client relationships, drive payroll transformation and compliance, analyze and optimize payroll processes, mentor and develop teams, and promote payroll technology adoption.

The role involves end-to-end recruitment and talent management for semiconductor roles, designing onboarding and training strategies, and ensuring strong stakeholder communication.

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

Lead full-lifecycle recruiting for complex, professional, and leadership roles; advise business leaders on hiring strategy and workforce planning; mentor recruiters, drive recruiting best practices, and use analytics to improve talent outcomes.

Partner with senior Supply Chain leaders to develop and execute people strategy across Market Delivery, Transportation/Final Mile, and Fulfillment. Lead org design, workforce planning, leadership development, change management, and talent initiatives. Advise executives, collaborate with HR Centers of Excellence, use data to inform decisions, and promote engagement and inclusion to enable business transformation and scalable operations.

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.

Partner with functional leaders to translate business strategy into people strategy. Own org design, performance management, compensation, talent development, engagement, and retention. Provide coaching on career pathing, change management, and sensitive employee issues. Use people data to generate insights and recommendations, build compliant HR policies, manage global employee relations, and collaborate with People Team COEs to deliver cohesive people programs at scale.

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.

Lead HR regulatory compliance across Lowe's locations by monitoring legislation, conducting audits, designing mitigation plans, implementing projects, training HR partners, and advising leadership on employment law risks and policy updates.

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.

Lead the HR Advisor function for the Americas, translating enterprise HR strategy into scalable advisor practices. Drive manager enablement, HR process simplification, automation and AI adoption; partner with leaders on talent acquisition, employee relations, performance management, and HR policy implementation while ensuring compliance and governance.

Provide HR operational support to HR Business Partners: maintain HR data, produce recurring and ad hoc reports, manage shared HR mailboxes, support projects, prepare presentations, improve processes and automate workflows, and assist with low-level employee relations while protecting confidential information.

Lead end-to-end investigations and high-risk HR case management, advise stakeholders on employment risk and discipline, conduct interviews/site visits, maintain case documentation and reporting, identify trends and process improvements, and support employee relations and risk mitigation across the business.

Lead HR program analysis and delivery by gathering requirements, mapping current/future-state processes, validating solutions for scalability and compliance, assessing risks, and partnering with HR, technology, risk, and testing teams to implement operational improvements and measure performance.

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 end-to-end HR support for a manufacturing facility including payroll and timekeeping administration, recruiting and onboarding, employee records and HRIS updates, benefits and unemployment administration, workforce reporting, employee engagement, workers' compensation support, and HR compliance and audit readiness.

Provide HR administrative and operational support for a manufacturing facility, including payroll and timekeeping administration, recruiting and onboarding, employee records and HRIS updates, benefits and unemployment support, workforce reporting, employee relations and engagement, and workers' compensation/safety documentation to ensure compliance and audit readiness.

Partner with regional and site leaders to align people strategies with business priorities across multi-site industrial operations. Provide HR guidance on employee relations, performance management, talent acquisition, compensation, compliance, workforce analytics, training, change management, and organizational effectiveness while maintaining a visible regional HR presence and supporting continuous improvement.

Serve as the local HR and payroll resource handling recruitment, onboarding, payroll processing, HRIS and personnel records, employee inquiries, compliance (OSHA, workers' comp), leave administration, and coordination with Corporate HR. Support staffing for events and maintain confidentiality of employee/payroll data.

The HR Operations Coordinator manages onboarding processes, supports recruiting activities, maintains HRIS data integrity, and improves operational HR functions.

The HR Data & Systems Specialist administers UKG, ensures data accuracy, provides HR support, develops reports, and enhances HR systems.

The Director HR Technology & Talent Analytics leads the global ownership of Workday, enhancing HR data capabilities, managing change, and fostering relationships with executives to leverage workforce analytics.

Serve as primary HR contact managing full employee lifecycle: recruitment, onboarding/offboarding, employee relations, benefits support, HR recordkeeping, compliance, and HRIS administration. Partner with leadership to improve HR processes, coordinate training, support payroll collaboration, and handle day-to-day HR administrative tasks.