Top Recruiting & HR Jobs in Charlotte, NC

Leads enterprise HR product engagement strategy and execution, including showcases, innovation forums, launch events, awareness campaigns, and stakeholder initiatives. Develops operating models, frameworks, metrics, and continuous-improvement processes to increase adoption and demonstrate business impact. Coordinates cross-functional stakeholders, facilitates alignment, manages dependencies and timelines, analyzes engagement data, prepares executive reporting, and standardizes product team operating practices through toolkits, enablement, and feedback loops.

Leads PwC’s HR Managed Services payroll team, overseeing global payroll operations, compliance, process improvements, and transformational change. Builds strategic client relationships, develops payroll policies and practices, mentors team members, promotes payroll technology adoption, and establishes industry-leading processes across global teams. The Director provides thought leadership, drives business growth, and maintains trusted relationships across diverse stakeholders.

Leads HR strategy and operations across recruitment, employee relations, compliance, performance management, benefits, payroll, HRIS administration, and workforce development. Partners with leadership, manages investigations and labor relations, oversees staffing and onboarding, ensures employment-law compliance, leads direct reports, and manages departmental budgets.

Two-year rotational HR development program for early-career talent beginning in August 2027. Participants complete assignments across HR functions, conduct research and data analysis, present recommendations, support human capital initiatives, improve processes, and contribute to risk, compliance, project management, and solution delivery. The program includes formal training, mentorship, senior-leader exposure, and professional development, with potential placement into Wells Fargo HR roles after completion.

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.

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.

Leads HR enablement and transformation initiatives by translating people strategies into scalable implementation, readiness, communication, training, and adoption approaches. Partners with HR Centers of Expertise, HR Business Partners, communications teams, and enterprise stakeholders to improve execution consistency and business outcomes. Develops deployment frameworks, toolkits, and practitioner capabilities; evaluates adoption metrics and feedback to drive continuous improvement. Identifies implementation risks and facilitates alignment across matrixed stakeholder groups.

Leads enterprise HR integration, strategic planning, portfolio prioritization, governance, operating-model transformation, and execution across HR functions. Develops multi-year roadmaps, implementation frameworks, and accountability mechanisms; identifies dependencies, risks, resource needs, and organizational readiness considerations; advises senior leaders; and uses workforce and operational metrics to improve HR effectiveness, adoption, and business outcomes.

Supports HR operations across onboarding, learning and development, recruiting, early talent programs, employee engagement, and administration. The intern helps create department-specific onboarding plans, prepares materials, coordinates orientations and events, maintains HR records and trackers, schedules interviews, supports career fairs, and gathers feedback to improve employee and intern experiences.

Provides human resources and employee relations support at a manufacturing facility. Advises employees and managers on policies, workplace concerns, employment practices, benefits, leave, and compensation. Conducts investigations, supports recruiting and onboarding, maintains employee records, assists with employment-law compliance, and prepares reports. The role also supports HR initiatives, workforce planning, confidentiality, regulatory requirements, and employee engagement while partnering with operations and HR leadership.

The HR Business Partner advises operational leaders on workforce planning, employee relations, performance management, policy compliance, organizational effectiveness, and employee engagement. The role provides coaching, analyzes workforce trends, supports organizational change, and collaborates with recruiting, onboarding, benefits, compliance, and other HR teams. It also supports performance reviews, merit processes, and broader HR programs across assigned business units and locations.

Owns the full employee lifecycle, including recruiting, onboarding, employee relations, performance management, compliance, retention, investigations, and separations. Advises leaders, oversees hiring processes and recruiting partners, develops scalable HR tools and programs, tracks workforce metrics, and ensures consistent documentation and employment practices. Partners with payroll and benefits leadership to support employee experience, compliance, and operational excellence.

The Sr. People Experience Partner manages HR strategies, enhances employee experience, oversees employee relations, and provides business consultation, while leading direct reports.

Provide hands-on HR support in a high-volume manufacturing and warehouse facility, handling recruiting, onboarding, employee relations, attendance/timekeeping, payroll support, benefits and leave administration, safety and compliance, training, HR reporting, and personnel recordkeeping across multiple shifts.

Lead HR strategy and workplace culture for a 420-employee continuing care retirement community. Partner with senior leaders on workforce planning, talent development, performance management, succession planning, employee relations, and engagement. Oversee HR team, create retention and recognition programs, and promote an inclusive, high-performing work environment.

Manage day-to-day HR operations across office and field teams, including onboarding, offboarding, personnel files, compliance documentation, benefits, employee questions, recruiting administration, performance check-ins, and multi-state payroll preparation. The role maintains HR systems and processes, coordinates enrollment and evaluations, supports employee relations, and executes leadership-designed programs and policies.