Top Remote Senior Level Recruiting & HR Jobs in Raleigh, NC

Manage end-to-end absence claims (FMLA/ADA): intake eligibility decisions, gather supporting data, perform recertifications and intermittent tracking, confirm return-to-work, and update systems with accurate leave status and documentation.

Lead a small People team, partner with the COO and execs on people strategy and org design, build scalable people operations (HRIS, benefits, compliance), design compensation and performance systems, manage budget and vendor relationships, ensure legal compliance, and drive culture, engagement, and employee experience across a remote, global workforce.

Lead people strategy and operations for a fast-growing defense AI company: design org structure, coach managers, own performance/compensation decisions, run benefits/payroll/compliance, lead investigations and sensitive offboardings, and build lightweight scalable people systems.

The People Partner at GC AI will align HR strategies with business goals, support employee relations, manage talent development, and enhance company culture in a high-growth legal AI firm.

Fixed-term (maternity cover) Senior HR Business Partner to provide employee relations, manager coaching, performance management, and People program continuity. Partner with leaders, People Ops, Legal, Finance, and Recruiting; support immigration processes and external counsel; maintain compliance and people systems; enable change, talent planning, and manager effectiveness in a fast-paced, remote-first environment.

The Director HR Technology & Talent Analytics leads the global ownership of Workday, enhancing HR data capabilities, managing change, and fostering relationships with executives to leverage workforce analytics.

Design and deliver enterprise learning solutions that close workforce performance gaps. Lead analysis, curriculum and blended learning design, measurement (Kirkpatrick levels 1-4), change management, and project delivery across large-scale, cross-functional transformation programs. Consult with business and clinical leaders to define objectives, time-to-proficiency, and evaluation methods, and produce multimedia and learning-adjacent collateral to drive adoption and outcomes.

The Compensation Manager develops, analyzes, and administers global compensation programs, ensuring competitiveness and compliance, while partnering with HR leaders on compensation decisions.

The Senior Compensation Contractor will support compensation initiatives related to M&A integration, compensation program analysis, and data accuracy, working independently and collaboratively with teams.

Support executive and global compensation programs through data analysis, reporting, and financial modelling. Assist annual salary reviews, incentive awards, and external remuneration disclosures. Perform HRIS data audits, partner with payroll/finance/tax/secretariat, and deliver insights via dashboards. Contribute to process and system improvements and manage project-based compensation initiatives across stakeholders.