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

Manage complex employee relations investigations and provide guidance to managers and leaders. Interpret and apply employment law and company policy, document cases, mitigate risk, deliver training, build cross-functional relationships (HR, Legal), and handle high caseloads while supporting business objectives and employee engagement.

Lead full-cycle retained and engaged executive searches placing lateral law firm partners, General Counsel, CHROs/CPOs and other senior HR/legal executives. Manage client relationships, grow a personal book of business, deliver market intelligence and advisory on compensation and partner portability, and ensure exceptional candidate experience while operating independently in a remote, performance-driven environment.

The Senior Director of People Operations will establish and lead HR functions, develop scalable people programs, manage benefits, and enhance employee experience as Benepass grows.

The People Business Partner Lead will act as a strategic advisor for business leaders, translating objectives into HR strategies that improve performance and engagement while addressing complex workforce challenges using data-driven insights.

Lead training strategy and governance for the North America Transformers HUB. Audit site training systems, coach site training leaders, implement lean improvements, monitor KPIs, ensure regulatory and internal compliance, conduct on-site assessments, and align training with product line objectives.

Lead HR data governance and a team responsible for Workday employee data integrity. Set standards, run audits, resolve complex multi-entity data issues, support cyclical programs (comp/performances), and drive automation/AI initiatives while partnering cross-functionally with HRIS, Payroll, Finance, Legal, and internal audit.

Lead full-cycle recruiting for accounting roles: proactively source passive candidates, build talent pipelines, screen resumes, conduct preliminary interviews, coordinate interviews, deliver offers, support onboarding, maintain ATS records, and advise hiring managers on market and compensation trends.

Designs, analyzes, and administers compensation programs including pay-for-performance, salary structure modeling, costing, and incentive plans. Conducts job and market analyses, pay and classification reviews, interprets regulations and collective bargaining agreements, develops recommendations and policies, and performs data collection and analysis for special projects.

Own full-cycle technical recruiting for Engineering, Product, and Design: source and screen candidates, manage offers and negotiations, build AI-assisted sourcing pipelines, partner with hiring managers to define roles and interview processes, track recruiting metrics, and develop hiring rubrics and leveling criteria. Deliver an exceptional candidate experience and help scale the Talent function.

Organize and facilitate new-hire onboarding: communicate with candidates, schedule initial employment days, monitor background checks and documentation, troubleshoot onboarding issues, and coordinate with Talent Acquisition, HR, Compliance, and Operations to ensure timely, accurate, and efficient onboarding.