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.

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.

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.

Drive operational excellence for global HR shared services (Employee Care) by owning case management, analyzing ServiceNow/Workday data, improving SLAs and CSAT, enabling AI/automation, optimizing workflows, supporting cross-functional technology and site leaders, and presenting data-driven insights to leadership.

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.

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.

Administer and optimize the HRMS as a Super Admin, configuring modules (payroll, time, benefits, comp), managing integrations, reporting, audits (SOX/ITGC), testing, troubleshooting, automations, and special projects to ensure data security and system performance.

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.

Support day-to-day People Operations and office experience for Huntersville/Charlotte locations: manage visitor access, facilities, supplies, onboarding/offboarding, HR inquiries, employee events, and executive administrative tasks. Act as first point of contact for employees, coordinate workplace programs and meetings, maintain employee records, and assist HR team with projects and process improvements to foster a positive, organized workplace.

The role involves assisting in recruitment through candidate screening, communication coordination, and clerical tasks. Applicants must be organized and skilled in customer service.

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.

Provide hands-on HR consulting and client services as an extension of clients' HR departments. Support talent alignment, employee programs, recruiting, operations, marketing, and sales. Work remotely with occasional in-person team or client events; collaborate with a small team and partners, wear multiple hats, and deliver client-facing HR strategy and execution.

Lead HR operational excellence by documenting and standardizing HR SOPs and system configurations, auditing compliance with laws and policies, improving workflows, producing executive and stakeholder HR reports, maintaining HRIS data integrity (e.g., SuccessFactors), and partnering with HRIS/technical teams on updates and rollouts.

Support workforce transformation engagements by leading change management, program and process improvements across HR and payroll. Assess readiness, design communications, analyze workforce data, manage workstreams, coach team members, and support proposals to deliver scalable, sustainable organizational outcomes.

Lead HR consulting engagements designing future-state HR operating models, organizational design, and post-deal HR diligence and integration. Advise senior leaders, drive large-scale HR transformations, develop proposals and thought leadership, mentor consulting teams, and support sales and implementation activities while managing change, governance, and measurable outcomes.

Serve as primary HR contact managing full employee lifecycle: recruitment, onboarding/offboarding, benefits support, employee relations, compliance, HRIS recordkeeping, reporting, and process improvements to boost engagement and retention.

Lead HR technology strategy and a team to build scalable HR data and analytics platforms. Oversee Workday, ServiceNow, Phenom, Cornerstone, Anaplan, and data management (Databricks, Mango, SQL). Drive automation, AI adoption, governance, vendor management, cross-functional alignment, and workforce analytics to improve workforce planning, retention, engagement, and performance.

Support full recruitment lifecycle including sourcing, screening, interviewing, onboarding and background checks. Maintain HR records, assist with benefits enrollment, onboarding, employee inquiries, engagement initiatives, compliance, performance review coordination, and HR administrative tasks.

Serve as a strategic HR partner owning HR operations across the employee lifecycle: onboarding/offboarding, HRIS (ADP) maintenance, reporting and analytics, compliance audits (I-9s), benefits and compensation support, policy development, SOPs, and process improvements. Communicate HR changes, facilitate new hire orientation, coordinate vendor interactions, and drive efficiency in workflows to elevate employee experience and support organizational change.

Early-career HR Business Analyst focused on Workday HCM administration, HR operations, leave compliance, reporting, and employee support. Duties include processing lifecycle transactions, troubleshooting Workday, creating/automating reports, supporting onboarding and performance processes, administering leave programs, assisting payroll and benefits coordination, and partnering with leaders on employee relations and HR projects.

Early-career HR Business Analyst focused on Workday HCM administration, data integrity, and HR operations. Responsibilities include processing lifecycle transactions, troubleshooting Workday issues, leave administration and compliance, HR reporting and analytics, payroll/benefits coordination, and partnering with managers on onboarding, performance, and employee relations. Supports continuous improvement, documentation, and project work.

Partner with regional and site leaders across multiple industrial locations to align people strategies with business priorities. Provide HR guidance on employee relations, performance management, workforce planning, talent acquisition, compensation, compliance, and organizational effectiveness. Drive consistent HR practices, analyze workforce metrics, support training and succession planning, lead investigations, and enable change management while maintaining a visible regional HR presence and collaborating with HR centers of excellence.