Top Remote HR Jobs in Greensboro, NC

Supports employees and managers across the employee lifecycle, including onboarding, offboarding, employee relations, leave and workers’ compensation administration, HRIS and records management, reporting, compliance, recruitment, training, engagement programs, and policy implementation. The role serves as a primary contact for routine HR inquiries, resolves issues, escalates complex matters, and contributes to process improvement and cross-functional HR projects.

Leads HR operations across a multi-site call center network, managing HR Partners and recruiting teams. Oversees employee relations, investigations, multi-state compliance, leadership coaching, high-volume hiring, staffing ramps, retention initiatives, and workforce metrics. Partners with operations and legal leadership to support performance, headcount governance, and consistent people practices for frontline hourly teams.

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.

Lead and improve employee onboarding and offboarding programs, ensuring scalable, compliant, and engaging talent lifecycle experiences. Responsibilities include coordinating with HR, IT, Legal, and hiring managers; developing materials and training; managing policies, procedures, and service-level agreements; overseeing exit processes and access removal; and analyzing metrics to improve program effectiveness and employee performance.

Manage HR operations including onboarding, offboarding, employee data, HRIS updates, compliance, benefits administration, leave programs, open enrollment, and employee inquiries. Coordinate recruiting administration by posting roles, scheduling interviews, maintaining ATS records, supporting offer documentation, and initiating background checks. Partner with benefits brokers and carriers while escalating complex matters to People and Experience leadership.

Serve as a strategic HR advisor across multiple software companies and countries. Lead employee relations investigations, performance management, workforce planning, organizational design, manager coaching, people analytics, compliance guidance, and HR program development. Support M&A integration by harmonizing people practices across acquired entities, reinforcing culture, and managing cross-entity HR initiatives. Partner with senior leaders, legal counsel, Total Rewards, and Payroll in a fast-paced, multi-entity environment.

Provides HR operational support across the Americas, managing employee lifecycle transactions, HR systems, compliance, records, employee inquiries, and data integrity. Partners with HR Business Partners and Centers of Excellence, supports process improvements, system enhancements, policy updates, change management, and HR operations projects while maintaining confidentiality and regulatory compliance.

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.

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.

Partner with Engineering, Product, and Design leaders on people strategy, organizational growth, compensation, performance management, training, employee relations, compliance, and risk management. The HRBP will advise leaders, coach managers, build scalable programs, support a globally distributed workforce, investigate sensitive issues, and balance strategic initiatives with hands-on People Operations execution.

Supports day-to-day HR operations across recruitment, onboarding, records administration, attendance, benefits, performance tracking, staff relations, and offboarding. Coordinates documentation, interviews, verifications, HR systems, payroll-related reports, audits, and process improvements while maintaining confidentiality and supporting employees, managers, and international stakeholders in a remote environment.

Serve as a fractional Director of HR advising alternative asset firms and family offices on full-scope HR programs: policy design, compliance, compensation, talent management, employee relations, vendor oversight, people analytics, and special projects. Develop actionable plans, KPIs, and measurement frameworks; support managers, handle sensitive investigations and regulatory matters, and drive leadership development and succession planning.

Owns employee relations, HR operations, compliance, policies, HR systems, workforce reporting, performance processes, and employee experience initiatives for multiple client engagements. Advises executives and managers, manages sensitive employee matters, supports multi-state or global teams, and contributes to client proposals and business development. The role requires independent work in a fractional, remote consulting environment with occasional travel.

Leads Synapse Health’s HR technology strategy, HRIS roadmap, compensation philosophy, benchmarking, pay equity, and salary structures. Oversees a Compensation Analyst, builds scalable People shared services, manages HR technology and benefits vendors, and automates manual workflows. Partners with the Chief People Officer on executive-level compensation recommendations and AI enablement while driving system implementations, integrations, process improvements, and workforce-ready operating models.

Supports HR operations by advising managers and employees, conducting onboarding, handling policies and documentation, and coordinating dispute resolution. Oversees general affairs, facility operations, lease vehicles, vendors, invoices, space planning, employee events, SOPs, bilingual communications, and management reporting. Requires Korean-English fluency, supervisory experience, budgeting skills, and proficiency with Microsoft Office.

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.

Lead client engagements on benefits strategy, plan design, open enrollment, and administration. Stabilize operations, manage carriers/brokers, execute transitions and platform migrations, ensure compliance, advise on cost optimization and multi-state/global expansion, and expand client relationships.

Manage day-to-day HR operations across the employee lifecycle, including onboarding, offboarding, employee records, benefits administration, compliance, HR documentation, and employee support. Research employment laws, help develop policies, support engagement initiatives, collaborate with HR team members, and improve processes through automation and AI tools.

Manage day-to-day HR operations across the employee lifecycle, including onboarding, offboarding, benefits, employee records, compliance, HR documentation, and employee support. Research employment law, assist with policy development, support engagement initiatives, answer HR process questions, and improve workflows using HRIS platforms, automation, and AI tools. The role requires independent judgment, confidentiality, strong communication, and experience supporting HR operations in a growing organization.

Manage HRIS data integrity, employee lifecycle transactions, US benefits administration, vendor reconciliations, compliance, reporting, and employee inquiries. Use AI tools and automation to improve HR workflows, reporting, and self-service. Partner with Payroll, Benefits, IT, and People teams to resolve discrepancies, document procedures, and protect confidential employee information.

Partners with North American business leaders on HR priorities, including performance management, compensation, talent development, succession planning, employee relations, engagement, workforce planning, and acquisition integration. Collaborates with People Operations, Talent Acquisition, and global Centers of Expertise to deliver consistent programs, coach managers, support legal compliance, improve processes, and strengthen employee experience and culture.

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.

One-year Human Resources development program featuring three HR rotations, mentorship, training, executive exposure, and early-career programming. Associates may work across HR business partnering, talent acquisition, compensation, benefits, development, shared services, and employee relations. Responsibilities include HR research, analytics, dashboards, compensation projects, leadership materials, colleague experience initiatives, acquisition integration, and diversity strategies. Successful graduates transition into full-time HR roles.

Partners with senior leaders and employees on HR strategy, employee relations, employment-law compliance, workforce planning, talent acquisition, compensation, benefits, engagement, succession planning, onboarding, training, and performance management. Leads change initiatives, investigations, calibration discussions, and people programs while promoting an ethical, inclusive, and high-performing workplace.