Top HR Jobs in Raleigh, NC

The Sr. HR Reporting Analyst will provide reporting support, develop Workday reports and dashboards, and manage stakeholder requests, ensuring solutions align with HR and business needs.

The Senior HR Business Partner will support business units by driving HR solutions in performance management, talent management, and leadership development, while collaborating with HR centers for data analytics and organizational strategies.

The Human Resources Intern will assist in HR operations, onboarding, employee engagement, training design, and maintain HR documentation in various systems.

The HR Digital Strategy Manager provides strategic oversight for HR technology investments, ensuring alignment with business objectives and regulatory standards while advising on optimal technology use and assessing trends in HR technology.

The Senior HR Business Partner will shape people strategy for key teams, provide strategic counsel, drive talent programs, and enhance employee experience while using data-driven insights.

The HR Business Partner, Director will provide strategic partnership to executives, shape people strategies, oversee performance management, and enhance organizational design and effectiveness.

The Senior Manager, HR Enablement leads a team in enhancing HR delivery, compliance, and process improvement while coaching local managers on various HR programs.

Lead HR strategy and capacity-building across a ~15-country network, advising senior leaders, standardizing HR frameworks, driving ethics, equity, workforce planning, and strengthening in-country HR capabilities through coaching, programs, and community-of-practice leadership.

As a Senior HR Business Partner, you support HR programs, guide junior staff, provide coaching, manage HR queries, and assist with compliance and recruitment efforts.

The Senior HR Manager will provide strategic HR leadership, drive organizational change, influence leaders, and align HR strategies with business objectives.

Support HR compliance by collecting and analyzing HR data, preparing regulatory filings (EEO-1, VETS-4212, California Pay Equity), validating OFCCP data, monitoring employment law changes, responding to cross-functional compliance inquiries, and resolving onboarding escalations (I-9s, background checks).

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.

Serve as strategic HR advisor to Engineering and Product leadership, driving performance management, strategic hiring, career development, people analytics, and high-impact projects to scale the technical organization while coaching leaders and resolving complex org dynamics with empathy.

The HR Generalist partners with management and handles HR processes, including recruiting, reporting, compliance, and training delivery. They evaluate HR processes for improvement and support managers in Workday, all while ensuring compliance with HR policies.

The HR Business Partner is responsible for HR strategy and solutions, partnering with clients to enhance employee engagement, performance, and workforce strategy using data analytics.

The intern will audit job descriptions, update outdated roles, validate responsibilities with HR, ensure content consistency across platforms, and assist with job description templates. Other tasks may be assigned as necessary.

The HR Business Partner will support Engineering by managing performance, employee relations, and talent processes, ensuring fair and objective decisions aligned with business health.

The HR Specialist performs various administrative HR functions, manages HRIS data, audits information, coordinates payroll, and oversees employee wellness programs.

The HR Operations Specialist will manage employee lifecycle, optimize HRIS, support employee relations, administer benefits, ensure compliance, and foster company culture in a fast-growing tech environment.

Assist higher education clients in enhancing HR operations as an HR leader. Responsibilities include oversight of projects, training, and aligning HR processes.

Provide HR advisory support across multiple countries, ensuring compliance with labor laws and managing employee lifecycle matters. Collaborate with cross-functional teams for effective HR guidance and maintain documentation.

The HR Business Partner will support Revenue and Marketing organizations by advising on organizational design, coaching managers, and addressing performance issues during rapid scaling.

Support HR across Talent Acquisition, Compensation, and HRBP functions. Lead designated HR projects, coordinate recruitment and internship program activities, update job descriptions, engage with internal teams, improve processes, and learn internal HR systems.

The Human Resources Compliance Manager oversees compliance with OFCCP and federal regulations, manages affirmative action plans, ensures EEO compliance, and supports audits. This role collaborates with various departments and provides training on compliance obligations.

Serve as an HR Business Partner supporting managers and employees across People operations: drive performance management, talent development, employee engagement, DEIB efforts, reporting, HR policy application, and lifecycle processes from onboarding to exit.