Top HR Jobs in Raleigh, NC

The Senior Director, HR Business Partnering at MongoDB will lead HR strategies, talent management, and organizational design to drive business growth and culture. The role involves partnering with senior leaders, influencing decisions, and managing a global HRBP team.

Serve as a strategic HR partner for a Global Technology organization: advise senior leaders on org design, talent strategy, succession planning, and leadership development; analyze workforce metrics; lead employee engagement and organizational health; partner with HR Centers of Excellence to deliver compensation, learning, talent acquisition, global mobility, and change management solutions.

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.

The Senior Manager, HR Compliance is responsible for developing and executing a compliance framework across the Americas, managing immigration and global mobility programs, and ensuring adherence to applicable laws and regulations while fostering a culture of compliance within the organization.

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.

The Principal People Success Partner drives talent strategies for Sales and Marketing, partners with senior leaders, influences organizational health, and leads transformations using AI.

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.

Administer and optimize the HRMS as a Super Admin, configuring modules (payroll, time, benefits, comp), managing integrations, reporting, audits (SOX/ITGC), testing, troubleshooting, automations, and special projects to ensure data security and system performance.

The role involves end-to-end recruitment and talent management for semiconductor roles, designing onboarding and training strategies, and ensuring strong stakeholder communication.

Partner with senior leaders to drive people strategy, org design, workforce planning, talent and succession, and change leadership. Provide counsel on employee relations, performance management, and organizational health; use data to guide decisions; simplify HR processes and partner with HR Operations/COEs to enable strategic outcomes and improve leader capability and talent retention.

Provide day-to-day people operations support across onboarding, offboarding, HRIS data maintenance, benefits administration, compliance reporting, and general People Team administrative tasks for a 6-month temporary hourly role based in Durham.

Partner with business leaders to deliver HR solutions: manage employee relations, talent management (recruiting/onboarding/succession), implement engagement and DEI initiatives, advise on compensation/benefits, and use HR analytics to inform decisions and improvements.

Supervise HR Associates while delivering hands-on HR services across hire-to-retire lifecycle for multiple clients. Ensure quality reviews, compliance assessments, HRIS administration, process documentation, employee relations support, and mentor junior staff. Track deliverables, support proposals, and assist escalation to managers for complex issues. Travel up to 25%.

The HR Manager Internship involves connecting with potential partners, clients, and projects while students gain experience in HR management.

The HR Generalist supports HR functions related to recruiting, employee relations, onboarding, benefits, and performance management, ensuring compliance and a positive workplace.

Serve as strategic HR business partner and advisor to senior leaders, translating business strategy into workforce, talent, and organizational solutions. Lead organizational effectiveness, change management, succession planning, and leadership development. Partner with HR Centers of Excellence to implement global HR programs, use workforce data to inform executive decisions, and ensure governance and compliance. Individual contributor role delivering influence-based outcomes across complex, matrixed, globally distributed functions.

Administer HRIS data entry and employee records, manage onboarding processes, perform system audits for accuracy and compliance, generate ad-hoc and scheduled HR reports, support managers on position management, and assist with training and process-improvement projects.

Lead HR risk, compliance, and policy programs partnering with Legal, HRIS, Payroll, and Finance. Build monitoring controls, run adverse impact and workforce analytics, manage OFCCP responses, develop SOPs, trainings, communications, and automated reporting tools. Drive policy governance, health & safety programs, and project manage cross-functional HR integrations and compliance initiatives.

Lead a regional HR Enablement team to coach managers, enforce consistent HR programs, ensure local labor law compliance, drive process improvements (automation/AI), support workforce planning, and analyze employee data to improve engagement and retention.

Administer leave programs (FMLA, ADA, workers' comp), maintain HRIS records, ensure compliance with employment laws, coordinate with payroll and external partners, handle unemployment and verifications, support HR audits, training, and employee communications to deliver a service-oriented HR experience.

The Head of HR will lead all human resources functions, aligning strategies with business objectives, managing talent acquisition, and promoting diversity while overseeing operational compliance.

The HR Compliance Manager leads employment compliance at DLA Piper, ensuring adherence to laws and policies through audits, training, and risk assessments while collaborating with leadership and stakeholders.

Partner with District Managers to develop and coach Director-level leaders, manage performance and complex employee relations, lead talent reviews and succession planning, provide data-driven HR insights, coordinate with HR Centers of Expertise on compensation, hiring, onboarding/offboarding, and change management to improve retention and organizational effectiveness.

The Senior HR Business Partner coaches leaders, manages employee relations, oversees leave processes, and ensures compliance while handling HR policies and benefits administration effectively.

Hands-on HR generalist supporting HR operations, benefits administration, compliance, pay equity auditing, onboarding/offboarding, employee relations, and process improvement. Provide surge recruiting support, maintain HR documentation, analyze HR metrics, and use AI tools to automate and streamline People workflows across the US and Canada.