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.

Partners with business leaders and employees on people strategies, employee relations, performance management, workforce planning, talent management, and organizational development. Coaches managers, supports recruiting and organizational change, analyzes workforce data, advises on HR policies and employment practices, and collaborates with HR specialty teams. Maintains confidential relationships, accurate records, and effective HR programs while addressing employee concerns and supporting high-performing teams.

Supports the full employee lifecycle through onboarding, recruiting coordination, benefits administration, HRIS and LMS maintenance, leave coordination, employee records, compliance, reporting, and engagement programs. The role serves employees and managers, coordinates orientations and interviews, maintains accurate HR data, assists with audits and system improvements, and provides administrative support across People & Culture functions.

The Human Resources Generalist executes HR programs, ensures employment-law compliance, investigates workplace issues, advises leaders on employee relations, manages performance and compensation processes, supports workforce planning and recruiting, and administers labor relations and HR policies. The role requires strong knowledge of HR regulations, recruiting, problem-solving, interpersonal communication, Microsoft Office, and HRIS systems.

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.

Serves as the primary HR partner to Gas & LNG and PT Finance leaders. Advises on workforce planning, organizational effectiveness, employee relations, talent processes, compensation, and employee lifecycle activities. Leads talent initiatives, strengthens HR processes, manages operating rhythms, and develops workforce reporting and insights to support business decisions. Partners with HR centers of excellence and senior leaders in a complex, matrixed environment.

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 the primary HR partner for Gas & LNG and PT Finance leaders. Advises on workforce planning, organizational effectiveness, talent priorities, employee relations, and HR processes. Leads talent initiatives, performance and succession planning, workforce reporting, staffing, compensation, and employee lifecycle activities. Builds leadership partnerships, coordinates with HR centers of excellence, manages operating rhythms, and delivers workforce insights and process improvements that support organizational performance.

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 HR partnership to the Managed Services Division, advising leaders on talent strategy, workforce planning, employee relations, performance management, compensation, organizational change, and employee development. Supports talent processes, HR programs, and continuous improvement initiatives while using HR data and dashboards to guide recommendations. The role requires multi-state workforce support, employment law knowledge, HRIS proficiency, and strong conflict-management and analytical skills.

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.