Top HR Jobs in Greensboro, NC

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.

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 HR Business Partner advises managers and employees on workforce planning, performance management, employee relations, engagement, organizational development, compensation, benefits, and succession planning. The role handles investigations and conflict resolution, ensures compliance with labor laws, updates HR policies, supports learning initiatives, and analyzes HR metrics including turnover, engagement, and DEI data. This six-month contract requires strong communication, discretion, HR expertise, and the ability to work independently in a fast-paced startup 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.

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.

Advises managers and business leaders on performance, development, engagement, employee relations, workforce decisions, and talent planning. Implements enterprise HR programs, resolves complex employee relations matters, improves HR processes and employee experience, supports organizational change, and ensures compliance with policies and employment requirements. Uses workforce data and insights to inform recommendations while partnering with HR centers of excellence, shared services, legal, and business stakeholders.

Provides consultative HR partnership to university leaders and employees. Manages talent acquisition, employee data, HR reporting, onboarding, employment eligibility documentation, job and compensation changes, policy compliance, performance management, and employee development. Advises managers, resolves HR inquiries, audits data, supports HR systems, and recommends process improvements while collaborating with HR leadership, benefits, and payroll.

Provides frontline HR support across multiple operational sites through frequent travel. Responsibilities include employee relations, workplace investigations, performance management, onboarding, leave-process guidance, HR documentation, HRIS maintenance, offboarding, training, and employee engagement. The role builds relationships with employees and managers, resolves routine workplace concerns, ensures consistent policy application, maintains confidentiality, and escalates complex matters to the HR Business Partner.

Supports and optimizes HR technology by analyzing requirements, configuring HCM modules, developing tests, resolving production issues, maintaining data integrity, supporting integrations and reporting, and leading system enhancement workstreams. Partners with HR, Payroll, IT, vendors, and business stakeholders while ensuring privacy, security, governance, documentation, training, and continuous improvement. Provides subject-matter expertise, coaches users and analysts, and applies responsible AI practices.

Supports and optimizes HR technology by analyzing requirements, configuring HCM systems, testing enhancements, resolving production issues, maintaining data integrity, supporting integrations and reporting, and leading project workstreams. Partners with HR, Payroll, IT, vendors, and business stakeholders while ensuring privacy, security, governance, and compliance. Coaches users and analysts and drives continuous process improvement.

Remote HR internship supporting recruitment, onboarding, employee records, engagement, HR operations, compliance documentation, performance management assistance, and general HR administrative tasks.

Leads strategic and operational HR support across a multi-site portfolio of arenas, stadiums, and theaters. Partners with venue and regional leaders on workforce planning, organizational design, employee relations, labor strategy, compliance, talent management, succession planning, leadership development, engagement, retention, and change initiatives. Supports salaried and hourly workforces, seasonal staffing, union environments, and consistent HR program execution across geographically dispersed venues.

Serve as US HR SME managing compliance, HRIS (HiBob), PEO liaison (ADP TotalSource), onboarding/offboarding, payroll and benefits (including 401(k)), employee relations and ER cases (PIPs), policy updates, audits, and US-specific HR projects while partnering with global HR and payroll teams.

Partners with senior business leaders and HR Centers of Excellence to address talent needs, implement HR strategies, support organizational change, and improve employee performance. Responsibilities include workforce and succession planning, restructures, coaching, employee relations, organizational development, HR analytics, project coordination, and preparation of organizational charts, plans, summaries, and operating materials.

Partners with corporate leaders on performance, employee relations, compensation, career development, workforce planning, and manager coaching. Leads calibration, promotion, and merit cycles; advises on complex employee matters; designs scalable HR processes; owns strategic people initiatives; applies AI to improve HR workflows; and mentors fellow HR partners.

The role involves implementing Infor Lawson HR V S3 focused on human resources, payroll, and talent management in the healthcare sector.

Manage the performance management system, support managers with individual development plans, track and evaluate development activities, support succession planning, design and run engagement surveys and programs, assess training needs, coordinate training, and evaluate training effectiveness.

Provides HR operational and administrative support across employee inquiries, Workday transactions, onboarding and offboarding, leave administration, performance management, employment verification, unemployment claims, records, and compliance. Coordinates I-9 and E-Verify processes, maintains HR data and trackers, prepares reports, supports training, conducts exit interviews, and partners with HRBPs, Legal, vendors, managers, and employees while maintaining confidentiality and improving HR processes.

Volunteer HR Generalist to support recruiting (sourcing, screening, interviewing, onboarding), maintain personnel records and new-hire documentation, coordinate office operations and policies, publish job ads, schedule interviews, prepare reports and presentations, and assist with initial fundraising campaign. Attend weekly meetings and commit to minimum 4+ hours weekly.

Manage HR operations including onboarding, employee relations, and performance management. Support recruitment, implement HR policies for compliance, facilitate training and engagement programs, and analyze HR data to inform decisions and improve employee experience.

Provides strategic talent acquisition leadership and advises city leaders and hiring managers on workforce planning, recruitment, sourcing, assessment, selection, offers, and onboarding. Develops talent pipelines, employment branding, and outreach strategies; oversees compliant recruiting operations and applicant tracking data; supervises a Talent Acquisition Analyst; analyzes workforce metrics; and leads recruitment initiatives and partnerships to attract and retain qualified, diverse talent.

Partner with functional leaders to translate business strategy into people strategy. Own org design, performance management, compensation, talent development, engagement, and retention. Provide coaching on career pathing, change management, and sensitive employee issues. Use people data to generate insights and recommendations, build compliant HR policies, manage global employee relations, and collaborate with People Team COEs to deliver cohesive people programs at scale.

Administer employee leave and disability accommodation cases from intake through resolution. Review eligibility and documentation, advise employees and leaders on leave and benefits coordination, collaborate with legal counsel and vendors, support policy development and manager training, conduct reporting and system audits, test processes, and maintain Workday accuracy while ensuring regulatory compliance and positive employee experiences.

Supports daily HR operations across payroll, benefits, employee relations, recruitment, onboarding, performance management, compliance, and employee engagement. Owns end-to-end payroll processing, maintains HRIS and personnel records, resolves payroll inquiries, administers benefits, supports audits and reporting, and advises employees and managers on policies and workplace concerns. The role also contributes to process improvements, culture initiatives, and broader HR projects.