Top HR Jobs in Raleigh, NC

Leads client-facing HR managed services and workforce consulting engagements, including payroll, benefits administration, HR operations, workforce analytics, organizational design, talent management, and employee experience initiatives. Directs cross-functional teams, develops service plans and operating models, improves processes using HR technology and data, resolves complex issues, validates outcomes, and coaches team members.

Leads HR strategy and provides consultative support across employee relations, performance management, organizational change, recruiting, onboarding, retention, compliance, payroll, benefits, claims, HRIS maintenance, and communications. Partners with leadership, investigates workplace issues, ensures employment-law compliance, and manages tactical HR operations in a hybrid environment with up to 25% travel.

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.

Partners with business leaders and HR Centers of Excellence to support talent management, organizational effectiveness, workforce planning, succession planning, performance management, employee engagement, and change initiatives. Builds stakeholder relationships, implements enterprise people programs, and uses workforce data, analytics, and emerging technologies to identify trends and improve HR effectiveness across global functions.

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.

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.

The HR Director leads strategic human resources planning, organizational culture, total rewards, employee relations, compliance, leadership development, employer branding, and talent acquisition. The role manages the HR team, coaches executives and managers, oversees HR vendors and budgets, develops workforce metrics, and ensures compliance with employment laws across North Carolina and Arizona. Minimal local travel is required for community events, job fairs, and site visits.

Leads HR initiatives aligned with business strategy by advising management, interpreting policies, managing employee relations, administering benefits and compensation programs, supporting succession planning and development, and conducting orientation and training needs assessments. Requires strong communication, relationship-building, prioritization, and knowledge of HR administration. Food and beverage and direct-store-delivery experience are desired. Travel is 10–20%.

Provides HR business partnering, coaching, and guidance to management teams and junior HR staff. Leads HR programs, compliance initiatives, process improvements, change management, workforce planning, talent development, reporting, and employment legislation activities across assigned geographies or business lines. Manages budgets and collaborates with HR specialist functions and Centers of Excellence.

The HR Business Partner advises regional, practice, and corporate leaders on employee relations, performance management, leadership development, retention, workforce planning, organizational effectiveness, and change management. The role supports multi-site HR operations, compliance, HR analytics, investigations, manager coaching, talent development, and consistent implementation of HR programs across dental practices and corporate functions.

Provides comprehensive HR business partnering, coaching, counseling, compliance guidance, recruitment support, employee relations assistance, and HR program implementation across assigned business areas. Advises managers, supports organizational changes and initiatives, develops HR relationships, conducts reviews, analyzes reports, and mentors junior HR team members.

Manages daily plant HR operations, including recruitment, onboarding, employee relations, compensation, benefits, leave, training, compliance, investigations, performance management, and HR initiatives. Partners with managers on staffing and workforce needs, maintains confidential records, administers HR programs, and ensures compliance with employment laws and company policies in a manufacturing environment.

Supports recruitment, resume screening, interview scheduling, candidate communications, onboarding, employee engagement, record maintenance, HR reporting, data analysis, process improvement, documentation, and general HR administration. The intern gains practical experience with core HR functions, HR systems, and employee initiatives while working remotely with the People and Culture team.

Owns core People Operations functions including employee onboarding, benefits administration, HR compliance, employee records, reporting, and ongoing employee support. The role manages recurring processes, coordinates with vendors and stakeholders, maintains accurate documentation, monitors regulatory requirements, and improves HR workflows. It serves as a primary resource for employees while escalating complex issues to the HR Director.

Support HR operations including employee relations, onboarding/offboarding, compliance with local law, HR reporting, special projects, survey administration, payroll assistance, and policy updates to maintain a positive workplace.

Coordinates HR and office administration activities, including employee engagement, HR documentation, employee relations support, training logistics, front desk operations, supplies, facilities, transportation, vendors, purchase orders, and invoice verification. Maintains confidential records, supports policy implementation, coordinates employee welfare activities, and assists with administrative processes during a night shift.

Manages HR operations, employee benefits, 401(k) administration, compliance, performance reviews, compensation processes, training, employee relations, and handbook maintenance. Provides guidance on sensitive HR matters, supports organizational reporting, coordinates with talent acquisition, and oversees benefits renewals and open enrollment. The fully remote role requires U.S. work authorization and occasional travel to company offices or events.

Supports compensation programs through market pricing, job evaluation, FLSA classification, pay analysis, incentive eligibility audits, merit and bonus administration, job description maintenance, HRIS data management, and compensation project testing. Partners with leaders and HR teams, ensures regulatory and policy compliance, prepares compensation documentation, maintains job structures and career paths, supports surveys, and provides training and reporting.

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.

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

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.

Leads HR Operations delivery across HRIS governance, employee lifecycle administration, benefits and leave operations, compensation processes, employee service delivery, HR AI governance, compliance, reporting, automation, and process improvement. Manages HR Operations staff and vendors while supporting a multi-state workforce. Establishes controls, service standards, workflows, and audit practices to ensure accurate, scalable, compliant HR services and effective employee experiences.

Leads day-to-day HR operations and serves as a strategic partner to executive and operational leaders. Oversees employee relations, compliance, HR technology, payroll and benefits, organizational effectiveness, change management, and enterprise HR initiatives. Manages and develops a five-person HR team while improving service delivery, processes, reporting, and employee experience across a growing multi-state organization.

Leads human resources strategy for supply chain facilities, including full-cycle recruiting, talent assessment, retention initiatives, employee relations, training, and workforce metrics. Manages and develops HR Business Partners, builds location-specific talent pipelines, supports conflict resolution and investigations, and partners with facility leadership on human capital priorities. The role is conducted remotely and requires travel to buildings and partnership locations.