Top Recruiting & HR Jobs in Charlotte, NC

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.

Leads complex HR projects and programs from planning through implementation, managing schedules, budgets, resources, risks, status reporting, and cross-functional workstreams. Partners with HR centers of excellence, business stakeholders, and Store HR to align initiatives with organizational strategy. Supports talent planning, training, performance management, workforce planning, communications, diversity initiatives, and creative or channel execution while identifying process gaps and developing solutions.

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.

Drive people operations for assigned small business clients: lead hiring, onboarding, performance and compliance; advise leadership on workforce planning, org design, succession, and development; administer HR data, payroll/benefits support, and deliver excellent client service while leveraging HR technology and analytics.

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.

Leads and scales the HR Engineering team supporting Workday and related HR applications. Provides technical and functional mentorship, oversees Workday operations, drives automation, upgrades, process improvements, testing, and implementations. Partners with stakeholders, security teams, vendors, and geographically distributed teams to deliver secure, scalable HR technology solutions. Manages vendor RFPs and relationships while coordinating technical projects and continuous improvement initiatives.

Lead global HR business partnering for R&D, Engineering, Product, Security, and Research organizations. Advise senior technical executives, align talent strategy with business goals, architect AI-native organizational structures, evolve career frameworks, manage succession and retention, guide complex change, and coordinate People Team centers of excellence. Lead a global HRBP team while applying people analytics and executive coaching to improve organizational health, leadership effectiveness, and workforce outcomes.

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.

Own the end-to-end People lifecycle for M&A: lead HR due diligence, partner with Corporate Development, build cross-functional integration playbooks, orchestrate Recruiting/Comp/Immigration/Payroll workstreams, and design day-1 onboarding and retention programs to integrate acquired technical teams under compressed timelines.

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 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.

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.

Leads the HR artificial intelligence strategy, roadmap, governance, and implementation. Identifies and scales AI use cases across HR, ensures systems and data are AI-ready, oversees copilots, chatbots, and workflow automation, and partners with IT, Legal, Risk, InfoSec, and vendors. The role also drives ethical AI, compliance, adoption, training, capability building, performance measurement, and continuous innovation across HR transformation initiatives.

Coordinates HR operations including recruiting, onboarding, employee records, benefits, payroll support, compliance, and offboarding. Serves as the Museum’s ADA Coordinator by managing accommodations, accessibility documentation, audits, training, and compliance reporting. Oversees volunteer and internship recruitment, onboarding, scheduling, engagement, and participation tracking across two museum sites. Collaborates with Facilities, IT, Guest Services, and other departments while supporting DEIA initiatives and administrative reporting.

Supports HR administration for approximately 70 employees and temporary associates across manufacturing locations. Responsibilities include timekeeping, HR records, recruiting, onboarding, benefits and 401(k) support, employee relations, investigations, safety training administration, staffing agency coordination, employee communications, and policy compliance. The role initially assists with payroll through timecard review and employee data changes, with future training in payroll processing. Annual travel to New Jersey and Georgia facilities is required.

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.

Supports recruitment, payroll, benefits administration, employee onboarding, training coordination, HR reporting, audits, compliance, and HRIS data integrity. Serves as a day-to-day resource for employees and managers, coordinates benefits enrollment and communications, maintains required documentation, and partners with Finance and corporate HR teams on reporting and cross-functional initiatives.

Participate in an emerging leadership program focused on HR operations, administrative support, research, reporting, project collaboration, and leadership development. The role provides exposure to HR policies, benefits, payroll, talent acquisition, and employee inquiries while developing skills in communication, budgeting, scheduling, performance management, and supervisory leadership.

Lead HR strategic planning and portfolio governance by translating enterprise priorities and workforce insights into multi-year roadmaps and operating plans. Partner with HR COEs, business leaders, and stakeholders to prioritize initiatives, manage dependencies and risks, and drive cross-functional alignment. Develop executive-level narratives, planning frameworks, decision-support materials, and change management integration to enable effective execution and measurable outcomes.

Provides comprehensive administrative support to two executives and their teams, including calendar and email management, meeting preparation, travel coordination, expense processing, purchasing, document organization, internal communications, legal administrative tasks, and departmental event planning. The role also supports attorneys and HR personnel with confidential matters, coordinates vendors and outside counsel, and provides backup assistance and training to other executive assistants.

Serves as an HR business partner and trusted advisor to leaders across assigned offices. Provides coaching and guidance on employee relations, performance management, investigations, organizational change, talent development, engagement, retention, and workforce planning. Partners with senior leaders and Talent teams to support firmwide priorities, analyze workforce trends, improve HR practices, and ensure employment-law compliance.

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%.

Coordinates HR operations across the employee lifecycle, including onboarding, job changes, transfers, offboarding, open enrollment, and performance management. Maintains accurate employee data in HR systems, supports team members and managers, develops process documentation, resolves issues, and identifies workflow improvements. Partners with HR, Payroll, Benefits, Talent Acquisition, IT, and business stakeholders on HR programs, acquisitions, integrations, system enhancements, and organizational initiatives.

Owns end-to-end HR operations for US and Canadian employees and contractors, including onboarding, offboarding, benefits, employee records, compliance, employee relations, performance management, compensation reviews, manager training, and HR systems. The role administers Rippling, Lattice, and Ashby, supports SOC 2 compliance, coaches managers through performance issues and PIPs, maintains policies, and coordinates benefits and training vendors.