Top Recruiting & HR Jobs in Charlotte, NC

Leads HR product enablement and engagement, including product marketing, communications, adoption strategy, governance, operating models, launch campaigns, stakeholder engagement, and performance metrics. Manages a high-performing team and drives awareness, value realization, process improvement, executive storytelling, and employee adoption of HR products, services, SaaS platforms, and AI capabilities.

Manage HR strategy and operations for a transforming, multi-location business. Responsibilities include leadership consultation, employee relations investigations, performance and talent management, recruiting, onboarding, retention, legal and EEO compliance, payroll and commission processing, benefits, claims, HRIS maintenance, and employee communications. The role is hybrid in Raleigh, North Carolina, with up to 25% travel.

Design and implement AI agents, plugins, automations, and enterprise integrations for HR Technology platforms. Lead requirements gathering, technical analysis, solution design, testing, documentation, deployment, security, and data integrity efforts across HR, IT, and business stakeholders. Integrate platforms including ServiceNow, Workday, and other enterprise applications while supporting the HR automation and AI roadmap.

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.

Partners with Claude Corps leaders and managers on employee relations, performance, policies, and workforce needs. Owns high-volume, multistate fellow onboarding, including background checks, I-9, payroll, benefits, records, and employment documents. Manages onboarding support staff, oversees workload and quality, handles leave and accommodation coordination, maintains HR guidance, and improves processes through technology and automation.

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 outsourced HR advisory and operational support to clients, including employment compliance, handbooks and policies, employee lifecycle processes, benefits administration, employee relations, and performance management. Manages smaller client engagements, coordinates deliverables, researches employment requirements, communicates HR guidance, and escalates complex issues. Contributes to internal HR tools, templates, and process improvements while maintaining current knowledge of employment trends.

Configure and support Workday Core HCM termination and offboarding processes, including business process routing, approvals, security, notifications, reporting, and integrations. Troubleshoot complex employee separation scenarios and downstream impacts on payroll, benefits, time tracking, security, and recruiting. Partner with HR, Payroll, Benefits, IT, and Security teams, perform testing, support production escalations, and assess Workday release functionality.

Configure and support Workday Core HCM, Personal Information, business processes, EIBs, employee documents, reporting, and calculated fields. Lead HR data migration, conversion, validation, reconciliation, mass updates, troubleshooting, testing, release assessments, and production support. Partner with HR, Payroll, Recruiting, Compensation, IT, and other stakeholders to deliver scalable Workday solutions and maintain data integrity.

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.

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.

Provides administrative and operational HR support across recruitment, onboarding, employee records, payroll and timekeeping, benefits, employee relations, leave administration, compliance, training, offboarding, and general department coordination. Maintains confidential personnel information, responds to employee inquiries, prepares HR documentation and reports, coordinates required forms and processes, and supports policy administration while ensuring accurate records and professional service.

Provides administrative and operational support across recruitment, onboarding, employee records, benefits, payroll, employee relations, training, compliance, and offboarding. Maintains confidential personnel documentation, responds to HR inquiries, coordinates interviews and orientations, supports timekeeping and benefits processes, and prepares reports and correspondence. Requires strong organization, communication, confidentiality, attention to detail, customer service, and proficiency with office applications and HR systems.

Leads HR program delivery for the Charlotte manufacturing operation, including recruiting, onboarding, employee relations, benefits, compensation, performance management, training, compliance, leave administration, payroll data review, and HR records. Advises managers, manages benefits and recruiting vendors, supports employee initiatives, and ensures adherence to employment regulations. The role combines strategic HR planning with hands-on administration and requires regular interaction with employees and management in both office and manufacturing environments.

Provides second-line risk and compliance oversight across HR functions, including Talent Acquisition, Talent Management, Total Rewards, and Employee Relations. The role conducts risk assessments, evaluates controls, manages issues, supports regulatory examinations, develops monitoring and reporting strategies, communicates with governance committees, and challenges business practices. Success requires financial services or insurance risk, compliance, legal, audit, or HR experience, strong regulatory knowledge, analytical skills, and the ability to influence senior stakeholders.

Manage full-cycle recruiting across multiple departments, including workforce planning, sourcing, screening, interviewing, offer delivery, and onboarding coordination. Partner with hiring managers on recruiting strategies, candidate evaluations, interview training, and hiring best practices. Maintain talent pipelines and the ATS, ensure recruiting compliance, provide market updates, and deliver a strong candidate experience.

Leads global category strategy and strategic sourcing for workplace, human resources, facilities, real estate, wellness, benefits, and HR services. Responsibilities include supplier management, complex RFPs, negotiations, contract management, construction and design procurement, risk and compliance governance, spend analysis, stakeholder partnership, and team leadership. The role drives cost optimization, service improvements, supplier performance, and sourcing process enhancements across a global enterprise.

Owns the full employee lifecycle for a growing neobank, including recruiting, onboarding, offboarding, employee relations, performance management, policy administration, compliance, benefits, leave, payroll support, HRIS data, and engagement initiatives. Serves as a trusted advisor to employees and managers while maintaining audit-ready records and ensuring compliance with employment laws and financial-services regulations.

Owns the full employee lifecycle for a growing fintech, including recruiting, onboarding, offboarding, employee relations, performance management, policy administration, compliance, benefits, leave, payroll support, HRIS data, and engagement initiatives. Provides confidential guidance to employees and managers while maintaining audit-ready records and compliance with employment laws and financial-services expectations.

Manages regional HR activities across North and South Carolina, including recruiting, onboarding, employee relations investigations, benefits support, compliance, unemployment claims, HR policies, performance reviews, HRIS records, and employment transactions. Conducts orientations, maintains job descriptions, coordinates accident reporting, and partners with management while protecting confidential information.

Serves as the primary HR partner to brand leaders, advising on organization design, workforce planning, performance management, employee relations, and organizational change. Designs and implements foundational performance management and compensation programs, supports restructurings and M&A integration, coaches leaders, manages employee relations risks, and builds scalable HR processes across a growing multi-brand organization.

Manage the employee lifecycle for approximately 500 employees, including onboarding, offboarding, HRIS data maintenance, payroll reconciliation, benefits and leave administration, compliance filings, employee support, and performance and engagement processes. The role requires accurate HR records, knowledge of employment regulations, discretion with confidential information, and coordination with payroll, finance, IT, facilities, and managers.

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.

Process accurate multi-state payroll in Paylocity, including tax withholding, filings, deductions, reconciliations, and off-cycle payments. Maintain HRIS data, payroll integrations, reports, and compliance documentation. Resolve employee payroll inquiries, support audits, benefits deductions, year-end processes, open enrollment, and onboarding. Collaborate with HR, Accounting, and management while safeguarding confidential employee and compensation information.

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.