Top HR Jobs in Raleigh, NC

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.

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.

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.

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.

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.

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.

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

Provides HR support across Wake Forest and Chantilly locations, advising managers and employees on routine HR matters. Supports employee relations, performance management, recruiting coordination, onboarding, compensation and benefits administration, open enrollment, employee engagement, compliance, and HR projects. Requires strong communication, judgment, discretion, organization, and knowledge of employment laws and HR practices.

Provides part-time HR administrative support for onboarding, rehiring, offboarding, benefits and orientation logistics. Maintains accurate employee records across HR systems, prepares reports and compliance audits, manages filings and document uploads, processes employment verifications and invoices, and supports HR communications. Partners with HR, IT, employees, and managers while handling confidential information professionally and managing multiple priorities.

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

Leads HR strategy and operations, including talent acquisition, onboarding, performance management, employee engagement, retention, wellness, benefits, compliance, HR systems, manager coaching, and people analytics. Partners with department heads and the CFO to build scalable processes and support rapid growth in a technology company.

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.

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.

Serve as strategic HR partner to facility leadership: advise on HR strategy, talent development, workforce planning, employee relations, policy interpretation, investigations (EEOC/OSHA/REDA), unemployment claims, and serve as HR liaison in meetings and enrollment/safety events to ensure compliance and alignment with business goals.

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.

Lead full-cycle recruiting for sales, administrative, and light manufacturing roles, including outbound sourcing, hiring-manager partnership, interview design, and candidate pipeline development. Own onboarding and support expanding HR responsibilities such as employee relations, benefits coordination, policies, and handbook updates. The role requires five or more years of recruiting experience, strong sales recruiting capability, ATS and HRIS proficiency, and occasional travel to the company’s plant.

Serve as a strategic HR advisor to US and Canada business leaders. Develop people strategies, guide employee relations and performance management, lead talent and organizational development initiatives, support change and transformation, and coordinate annual HR programs. Use HRIS and digital tools to streamline services while collaborating across functions. The role requires strong employment-law knowledge, communication, coaching, analytical, project-management, and business-partnering skills, with regular onsite work in Morrisville, North Carolina.

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.

Provide HR support onsite in Raleigh: manage employee relations, advise managers, support HR programs/projects, ensure compliance with employment laws, promote engagement and retention, and partner with Senior HRBPs on performance management.

Serves as a strategic HR business partner to executives and leaders, leading workforce planning, organizational design, talent and performance management, employee relations, engagement, leadership development, compliance, HR operations, analytics, and global people initiatives. The role advises leaders, mentors HR professionals, drives organizational change, improves HR processes, and supports growth, transformation, and employee experience across the organization.

Lead enterprise HR transformation initiatives to modernize HR operations, design future-state processes, drive automation and adoption, manage change, and partner cross-functionally to implement scalable HR solutions and governance across the employee lifecycle.

Execute the final phase of an HRIS and payroll data migration from ADP to Rippling. Responsibilities include extracting and archiving historical employee and payroll records, mapping and uploading data, organizing files in Rippling and Google Drive, auditing records for accuracy and compliance, protecting sensitive PII and PHI, and reporting migration progress to HR and Payroll leadership.