Top Recruiting & HR Jobs in Charlotte, NC

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

The Director, Head of Total Rewards will develop and execute global compensation, benefits, and equity strategies to attract and retain talent. This role involves overseeing total rewards programs, ensuring compliance, and advising senior leadership on compensation matters.

Fixed-term (maternity cover) Senior HR Business Partner to provide employee relations, manager coaching, performance management, and People program continuity. Partner with leaders, People Ops, Legal, Finance, and Recruiting; support immigration processes and external counsel; maintain compliance and people systems; enable change, talent planning, and manager effectiveness in a fast-paced, remote-first environment.

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.

The role involves configuring Oracle HCM Cloud for compensation processes, optimizing SQL queries, leading merit and bonus cycles, and supporting compliance audits while collaborating with stakeholders and delivering training.

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.

Lead and manage SaaS HR platform implementations from sale to deployment. Act as primary client contact, gather requirements, configure the platform, maintain project plans, identify and mitigate risks, drive client value, analyze operational data for efficiencies, and work cross-functionally with Sales, Product, CS Engineers, and Accounts to ensure timely successful deployments.

The Director of Human Resources will lead the HR strategy at ReversingLabs, focusing on employee experience, compliance, and driving a people-first culture across the US, EMEA, and Canada.

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.

Manage a broad range of HR duties including employee relations and investigations, full-cycle recruitment and onboarding, benefits, leaves, workers' compensation, unemployment claims, HR file compliance and background checks. Support policy implementation, job description development, and foster positive employee relations using a trauma-informed approach.

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

Serve as a strategic HR partner to business leaders, driving workforce planning, talent management, employee relations, organizational design, and HR program implementation. Ensure legal compliance, lead change initiatives, analyze HR data to provide insights, and support retention, succession planning, and performance management.

The Regional Human Resources Manager will oversee HR programs, ensure legal compliance, provide coaching to leadership, and manage employee relations while traveling frequently to regional locations.

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.

Lead HR operations for a skilled long-term care facility including recruitment, onboarding, payroll and benefits administration, compliance, workers' compensation, employee relations, HR reporting, and supporting managers to improve employee engagement and regulatory adherence.

As a Senior HR Business Partner, you'll support leaders in managing performance, employee relations, and organizational priorities while contributing to core HR initiatives and building trust across teams.

Perform full-cycle HR generalist duties including employee relations, investigations, compliance, HRIS/payroll administration, onboarding, leave management, manager coaching, reporting, and continuous improvement projects to support workforce planning and retention.

Manage requisition lifecycle, maintain job descriptions and headcount reporting, monitor vacancies and workforce changes, support performance management, succession planning, internal mobility, and HR compliance across multi-site distribution operations. Provide HR business partner support and maintain HR systems and KPI scorecards.

Lead delivery of corporate HR administrative processes, resolve employee questions, manage HR data, standardize and improve processes, advise stakeholders, deliver HR solutions, provide administrative support, and drive continuous improvement and change.

Support daily HR operations including employee records, onboarding, HRIS data entry, compliance assistance, training registration, SharePoint organization, communications, and event coordination. Assist with process improvements and administrative tasks.

Provide administrative and operational HR support across onboarding/offboarding, employee relations, compliance (I-9, multi-state regulations), HRIS data entry, reporting, and personnel administration for a multi-state A/E firm. Assist HR Business Partners with investigations, performance management documentation, unemployment coordination, and maintain confidential employee records.

Serve as a strategic HR partner delivering people programs and consultative counsel to business leaders. Drive performance management, compensation, retention, policy implementation, DE&I initiatives, and data-driven HR solutions across service lines and geographies. Collaborate with People & Culture teams to align talent strategies with business priorities and support high-touch colleague experiences.

Serve as trusted HR partner supporting onboarding, engagement, reporting, employee relations, performance management, HRIS data accuracy, analytics, and strategic HR initiatives in partnership with business leaders and HR team.

Serve as a strategic HR consultant supporting assigned lines of business. Provide employee relations, retention, workforce planning, onboarding, training needs assessment, succession planning, change management, and HR metric analysis to improve engagement and business outcomes.