Top Recruiting & HR Jobs in Charlotte, NC

Leads AI-enabled HR initiatives across recruiting, onboarding, talent management, and employee experience. Designs experiments, metrics, data pipelines, and feature sets for AI capabilities such as talent matching and case deflection. Monitors model performance, fairness, privacy, security, drift, and adoption while partnering with HR, Legal, IT, and vendors. Evaluates build-versus-buy opportunities and maintains documentation supporting transparency and reproducibility.

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 HR partnership across assigned business areas, diagnosing organizational and employee issues and implementing solutions. Advises leaders on talent planning, leadership development, performance management, workforce planning, engagement, change management, succession, and employee development. Collaborates with HR centers of excellence and business stakeholders, develops HR strategies and project plans, coaches managers, and supports execution of HR programs and initiatives.

Provides comprehensive HR support, including employee relations, investigations, leave and accommodations, benefits, training, HRIS and payroll maintenance, compliance audits, compensation processes, reporting, and budget planning. Advises employees and leaders on workplace policies, performance matters, conflicts, and employment practices while supporting a fair and effective workplace.

Provides outsourced HR consulting and support to clients across benefits administration, performance management, onboarding, offboarding, compliance, HRIS optimization, documentation, and general HR operations. Builds client relationships, addresses HR concerns, researches employment regulations, improves processes, and contributes to service-line growth and business development.

Leads complex HR projects and programs from planning through implementation, managing schedules, budgets, risks, resources, status reporting, and cross-functional workstreams. Partners with HR centers of excellence, business leaders, Store HR, creative teams, and marketing stakeholders to deliver workforce planning, training, performance management, talent, communications, and diversity initiatives. Provides strategic HR guidance, develops business cases, addresses process gaps, and ensures successful execution aligned with organizational objectives.

Own end-to-end workplace investigations involving harassment, discrimination, retaliation, and policy violations. Advise leaders and HR partners on employee relations, accommodations, performance, and separations; maintain case documentation and tracking; identify organizational trends; support policy improvements and manager training; and provide impartial HR-for-HR oversight. Partner with Legal and external counsel on sensitive matters while using AI tools to assist investigation planning, evidence summaries, and reporting.

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.

Leads Hilton’s global HR Technology portfolio governance and program management. Responsibilities include integrated planning, prioritization, resource and capacity management, risk and dependency tracking, executive reporting, cross-functional program execution, vendor coordination, and steering committees. The role modernizes portfolio practices through AI, automation, analytics, and contemporary tools while establishing scalable governance, delivery standards, success measures, and outcome tracking for enterprise HR technology and AI-enabled initiatives.

Manage end-to-end payroll through a PEO, administer HRIS data, support employees with payroll and HR inquiries, ensure multi-state compliance, generate reports, and optimize HR workflows. Lead the organization’s 2027 transition from its PEO to an independent payroll and HR technology stack, including system selection, implementation, tax setup, SOP development, controls, and employee training.

Provides strategic and hands-on HR partnership to senior leaders, advising on organizational effectiveness, change management, talent and performance management, employee relations, investigations, workforce planning, and people programs. The role uses workforce data, HR technology, and cross-functional collaboration to improve leadership effectiveness, employee experience, compliance, and organizational performance. It also leads complex initiatives and advises on sensitive workforce matters involving Legal and Compliance.

Manage responsible AI adoption across Human Resources by developing dashboards, KPIs, business cases, ROI analyses, and executive reporting. Coordinate AI governance, risk reviews, compliance approvals, documentation, and cross-functional initiatives involving HR, Technology, Legal, Risk, Compliance, and AI teams. Track milestones, dependencies, and risks while identifying opportunities to improve adoption and value realization.

Supports recruiting, university outreach, onboarding, payroll preparation, timekeeping review, audits, HRIS updates, employee records, communications, and general HR projects. The internship rotates across talent acquisition, payroll, and HR operations while providing hands-on experience in a startup environment. The role is onsite and requires comfort working in varied operational settings.

Provides hands-on HR support across multiple manufacturing facilities, managing recruiting, onboarding, employee relations, payroll, benefits, leave administration, compliance, safety support, reporting, and employee engagement. Partners with employees and managers, administers HRIS and payroll processes, supports investigations and corrective actions, and maintains compliance with employment laws. The role is fully on-site, requires Spanish fluency, and involves occasional travel to company sites.

Leads complex, high-risk HR investigations and employee relations cases from intake through resolution, including disciplinary recommendations and employment decisions. Advises HR and business leaders on sensitive workplace matters, conducts interviews and site visits, assesses risk, documents cases, identifies trends, escalates issues, and recommends process improvements. Builds stakeholder relationships, supports employee engagement initiatives, and ensures compliance with internal policies and legal requirements.

Business Analyst supporting a multi-year SAP S/4HANA ERP implementation across four Agile teams. Responsibilities include gathering and documenting cross-functional business requirements, collaborating with technical and business stakeholders, supporting SAP module delivery and testing, validating application functionality, and driving alignment on ERP solutions. The role is hybrid in Charlotte, North Carolina, with occasional travel of less than 5%.

Leads strategic HR partnership for senior executives, aligning talent strategies, organizational design, workforce planning, and HR initiatives with business objectives. Provides executive coaching, influences enterprise talent solutions, drives organizational change, mentors HR professionals, and partners cross-functionally on workforce costs, risk, and compliance. Requires extensive experience in HR business partnering, strategic planning, data storytelling, matrixed environments, and executive communication.

Owns Crowe’s contingent worker and contractor management lifecycle, including worker classification, requisitions, SOWs, onboarding, extensions, compliance obligations, offboarding, records, audits, and risk controls. Advises business leaders and partners with Legal, Talent, Finance, and other stakeholders to ensure compliant engagement practices. The role also improves contractor lifecycle procedures, reporting, controls, and stakeholder communications across business units.

Manages the HR department, including employee relations, recruiting, retention, compensation, benefits, compliance, performance management, training, investigations, and workforce policies. Partners with senior leadership on talent strategy, monitors employment-law compliance, develops HR processes and SOPs, oversees benefit-provider relationships, and supervises HR staff. The role is full-time and on-site, with occasional weekends, overtime, and holidays.

Provides specialized HR advice, analyzes and improves HR policies and processes, supports cross-functional initiatives, and develops HR solutions. The role manages stakeholders, ensures regulatory compliance, conducts data analysis, supports Workday Talent Acquisition testing and implementations, and leads training, reporting, communications, and process enhancements. Requires strong judgment, confidentiality, collaboration, influencing, and risk management skills.

Leads the HR function, including employee relations, compliance, HR operations, benefits, compensation, recruiting, audits, and workforce planning. Manages and develops HR staff, advises senior leaders, oversees HRIS and payroll processes, monitors workforce metrics, and partners with the CHRO on strategic initiatives, policy development, organizational design, and process improvements.

Supports HR and payroll operations across multiple sites, including onboarding, benefits administration, employee records, payroll processing, recruiting coordination, leave administration, and offboarding. Manages DOT and OSHA compliance, workplace safety programs, workers’ compensation claims, audits, and employee documentation. Maintains HRIS and payroll systems, improves processes and controls, and provides day-to-day guidance to employees and managers while ensuring legal and regulatory compliance.

Provides administrative support across HR operations, including employee records, onboarding, staffing, orientations, employee programs, compliance reporting, requisition tracking, training logistics, tuition reimbursement, purchasing, and special projects. The role requires regular in-person office attendance and occasional exposure to operational facilities.

Provides HR administrative support across staffing, onboarding, employee records, recognition programs, compliance reporting, requisition tracking, training coordination, tuition reimbursement, and new-hire orientation. Maintains departmental purchasing, invoices, electronic files, and employee programs while supporting HR projects and cross-functional activities. The role requires regular in-person office attendance and exposure to operational facilities.

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.