Top Remote HR Jobs in Greensboro, NC

Provide autonomous HR generalist support across international markets: develop and localize policies and contracts, ensure statutory compliance, build SOPs and HR capability, manage employee relations and lifecycle processes, standardize HR reporting, own onboarding, and maintain organized HR records across jurisdictions.

Lead and oversee HR service delivery across the employee lifecycle, executing complex Workday/HRIS transactions, coordinating projects and process improvements, producing reports and metrics, ensuring compliance and audit readiness, and partnering with cross-functional teams to maintain data integrity and operational excellence.

Lead global HR business partnership, driving strategies for organizational effectiveness, employee relations, talent development, and coaching managers. Collaborate with leaders across functions and deliver integrated HR programs aligned with company objectives.

The Human Resources Manager oversees HR operations, manages hiring and onboarding, and collaborates with the team on employee relations and compliance.

The HR Generalist administers HR plans, maintains HR records, ensures compliance with labor laws, coordinates employee benefits, and supports various HR activities.

Lead HR Generalist responsible for global HR initiatives, regional talent development, performance management, and employee relations within the Americas, ensuring compliance and supporting high-performance teams.

Part-time HR leader responsible for multi-state employment compliance, updating policies and handbook, employee relations and investigations, advising leadership on HR matters, coordinating with ADP PEO for payroll/benefits, and supporting onboarding/offboarding and ad hoc HR projects for a distributed remote team.

Lead strategy and governance for HR digital experiences and knowledge management. Design and optimize employee portals, knowledge articles, search, taxonomies, and self-service tools using data and user research. Translate complex policies into user-friendly content, collaborate with HR, IS, vendors, and technical teams, and maintain/configure content in ServiceNow and related platforms.

Serve as a strategic HR partner to senior leaders in West R&D, driving organizational design, workforce planning, talent management, succession planning, compensation guidance, change leadership, and complex employee relations to improve engagement, retention, and leadership capability.

Strategic HR Business Partner advising Engineering, Research, Product Strategy, and Technical Operations on organizational design, workforce planning, leadership coaching, performance management, compensation, employee experience, and HR operations. Build people programs, drive talent and succession planning, partner with recruiting and legal, leverage people data and AI tools, and serve as a Rippling administrator to scale processes across globally distributed technical teams.

Serve as an embedded strategic HR partner for market unit leaders, driving workforce planning, org design, compensation analysis, performance coaching, complex employee relations, HR technology adoption, and harmonization of job architecture across a remote, multi-jurisdictional workforce.

As an HR and Payroll Specialist, you will manage payroll and HR operations, ensuring compliance and efficiency across multiple countries, primarily the US and Canada. Responsibilities include processing payroll, overseeing HR administrative tasks, and managing benefits administration while maintaining legal compliance.

The Graduate HR Generalist will support HR processes, manage HRIS, assist with onboarding, handle employee inquiries, and drive HR initiatives. They will also support payroll and benefits processing, conduct audits, and identify process improvements.

The HR Consultant/Interim CHRO role involves leading HR transformation, implementing HR strategies, and advising on finance projects in higher education settings.

Hands-on HR Specialist supporting hiring, onboarding, employee administration, and daily HR processes for the U.S. team. Initially focused on recruitment, expanding to full employee lifecycle tasks, employee support, engagement initiatives, and cross-functional coordination with Finance, Legal, and Operations.

Manage end-to-end hiring operations: source candidates, send outreach, screen applications, conduct first interviews, update ATS, schedule interviews, communicate with hiring managers and candidates, and support onboarding and hiring admin.

Serve as primary HR partner for corporate orgs: lead calibration, promotion, and merit cycles; coach managers and executives; advise on complex employee relations; drive strategic HR initiatives; design scalable HR processes; use AI tools to accelerate work; mentor HR teammates.

Own end-to-end HR compliance for a multistate distributed workforce: manage state registrations, employee records and I-9s, leave administration, policy and SOP development, audits and reporting (EEO-1, OSHA, ACA, WARN), workers' comp and OSHA recordkeeping, and DOT/FMCSA driver compliance support while building compliance frameworks and playbooks.

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.

Lead HR business-partnering for a globally distributed product team: ensure staffing, onboarding, performance management, engagement, retention, HR process implementation, payroll budget oversight, C&B and analytics, and satisfaction measurement for managers and employees.

Serve as the primary HR partner for U.S. employees and managers, handling employee relations, benefits and 401(k) administration, leave and accommodation processes, compliance, vendor and payroll coordination, policy and SOP maintenance, HR data accuracy, and coaching of junior HR staff. Provide guidance on complex HR matters, improve processes, and partner on workforce planning and People Operations initiatives.

The HR Manager will lead the onboard HR team, provide expert advice on HR policies, manage employee relations, and ensure compliance with regulations while promoting a positive work culture.

The Regional HR Manager will lead the HR team for the Americas, delivering compliant HR operations, managing employee relations, and partnering with senior leadership on performance management and diversity initiatives.

Manage end-to-end recruitment and candidate communications, coordinate interviews across time zones, support onboarding and HR operations, maintain ATS records, draft HR documentation, and improve recruitment workflows for a fully remote startup. Requires bilingual English and Mandarin communication.

Serve as HR Business Partner for multi-site service center operations, leading employee relations, investigations, safety culture (Zero Harm), workforce planning, engagement, compliance, and HR program execution. Coach leaders, support talent lifecycle, manage high-risk ER cases, and partner with legal and HR centers of excellence to drive consistent people practices across distributed frontline teams.