Human Resources

• Partner with Regional Managers, Office Managers, and Clinical Leadership to align people strategies with business goals
• Advise on organizational effectiveness, team structure, and leadership capability
• Support performance management, leadership consistency, and strategic initiatives
• Handle employee relations, corrective action, investigations, and documentation
• Coach leaders on performance management, feedback, and team dynamics
• Conduct stay interviews and analyze turnover trends
• Support engagement initiatives and leadership accountability
• Equip field leaders with tools and training to drive team performance
• Support goal setting, performance calibration, and talent reviews through Paycom
• Support targeted recruitment for Office Managers and other high-impact leadership roles
• Participate in candidate screening, interviewing, and selection
• Provide market insight on talent availability, compensation expectations, and hiring challenges
• Coach and develop Office Managers and emerging leaders
• Support HR integration of newly acquired practices, including onboarding, policy alignment, and cultural integration
• Partner with Operations, Clinical, IT, and Finance during integrations
• Provide on-site support during integrations
• Ensure accurate setup and adoption of HR systems, processes, and compliance standards
• Ensure compliance with federal, state, and company policies and employment laws
• Maintain accurate documentation and support audits

HR Generalist

• Translate Ontex HR strategy into local HR practices supporting strategic priorities and business objectives
• Build partnerships with managers, employees, vendors, and the community
• Develop and manage the HR roadmap, performance goals, development opportunities, headcount budget, and performance evaluation process
• Recruit talent, enhance employer branding, and manage workforce planning and work schedules
• Conduct talent reviews, succession planning, performance management, coaching, counseling, career development, and disciplinary actions
• Improve work relationships, morale, engagement, productivity, and retention
• Conduct employee engagement surveys and implement action plans
• Drive the local diversity, equity, and inclusion agenda
• Manage onboarding, training programs, leadership development, and individual development plans
• Maintain knowledge of labor laws, ensure regulatory compliance, and partner with legal as needed
• Resolve employee issues and conduct objective investigations
• Oversee domestic and international relocations and work visa administration
• Oversee payroll, benefits, time management, personnel administration, HR KPIs, and reports
• Manage progressive disciplinary action processes and maintain documentation
• Analyze compensation and benefits trends and manage salaries and benefits
• Create, implement, and administer policies and procedures
• Conduct documented exit interviews
• Align organizational goals, build cooperative relationships, communicate expectations, develop employees, and celebrate successes

HR Manager

• Partner with the business on HR initiatives that engage and grow talent, build employee loyalty, and drive people strategy through operational effectiveness
• Support HR initiatives and projects globally
• Review and process personnel transaction forms in Workday, including new hires, terminations, transfers, and salary increases
• Maintain the Global Employee Database with current employee, position, salary information, and documentation
• Track compliance with corporate, client, and account policies and procedures
• Refine account internal processes and workflows
• Develop training materials and conduct staff training
• Develop ad hoc reports
• Implement HR programs within assigned businesses
• Analyze data and metrics to inform strategic business planning
• Coach managers and create and execute talent initiatives
• Collaborate with local, national, and international HR teams on policy updates, process improvements, onboarding, and training programs
• Analyze and resolve complex employee relations issues
• Conduct thorough and objective investigations and recommend action plans
• Make recommendations to improve operational efficiency

• Develop and implement enterprise-wide employee relations strategies, programs, and policies
• Lead and develop a team of Employee Relations professionals
• Establish standard processes, tools, and frameworks for consistent employee relations practices
• Monitor employee relations trends and recommend proactive solutions
• Manage the employee relations operating budget, resources, and strategic vendor partnerships
• Oversee complex workplace investigations involving harassment, discrimination, retaliation, misconduct, policy violations, and other complaints
• Ensure investigations are objective, thorough, timely, discreet, and legally compliant
• Review investigation findings and recommendations for consistency, fairness, and appropriate resolution
• Partner with Legal and Compliance on high-risk employee relations matters
• Establish metrics and reporting on employee relations trends, investigation outcomes, case volume, root causes, and organizational risks
• Present findings and recommendations to senior leadership and HR executives
• Use data-driven insights to inform decisions and improve employee relations practices
• Advise senior leaders and HR partners on employee relations practices and organizational risk mitigation
• Support responses to government agency charges, audits, and employment-related legal claims
• Advise HR leaders and managers on sensitive employee issues, performance management, disciplinary actions, workplace conflict, and organizational effectiveness
• Guide leaders on progressive discipline, workplace conduct, and policy interpretation
• Coach leaders on communication, conflict resolution, and employee engagement
• Promote accountability, respect, and inclusion
• Partner with HR Centers of Excellence and HR Business Partners on employee experience concerns
• Lead initiatives to improve manager effectiveness and workplace experience while reducing employee relations risk

Director, Employee Relations

• Develop and implement HR practices and strategies aligned with business objectives
• Act as a consultant to business partners through partnerships within HR and designated business units
• Develop practices that create an exceptional employee experience
• Assist the organization in driving business objectives and managing change
• Execute practices and strategies across organizational development, succession planning, workforce development, employee retention, organization design, and change management
• Identify training needs for business units and individual executive coaching needs
• Foster an employee-oriented culture emphasizing quality, continuous improvement, high performance, diversity, and inclusion
• Serve as primary point of contact for leadership and employees in assigned departments
• Understand business units and their strategic initiatives
• Provide guidance on workforce planning, strategy and operations, and HR practices
• Provide day-to-day performance management guidance, including coaching, counseling, career development, and disciplinary actions
• Maintain compliance with governmental, labor, legal, and reporting requirements
• Partner with the legal department as needed
• Manage complex employee relations issues
• Develop practices, procedures, and guidelines aligning the workforce with organizational strategic goals
• Use analytics to assess business issues, identify root causes, and implement solutions
• Disseminate information to appropriate audiences
• Develop and maintain internal and external stakeholder relationships
• Work with other HR functions to ensure consistent practices, policies, and procedures
• Develop a diversity strategy that fosters inclusion
• Participate in developing department goals, objectives, and systems
• Monitor organizational culture and employee satisfaction
• Maintain and update required federal and state postings
• Assist with special projects and perform other assigned duties

HR Business Partner

• Develop and implement HR practices and strategies aligned with business objectives
• Ensure alignment between employees and management in designated business units
• Act as a consultant to business partners through partnerships within HR and defined business units
• Develop practices that create an exceptional employee experience
• Assist the organization in driving business objectives and managing change
• Execute practices and strategies across organizational development, succession planning, workforce development, employee retention, organization design, and change management
• Identify training needs for business units and individual executive coaching needs
• Foster an employee-oriented culture emphasizing quality, continuous improvement, high performance, diversity and inclusion
• Improve work relationships, build morale, and increase productivity and retention
• Serve as primary point of contact for leadership and employees in assigned departments
• Provide guidance on workforce planning, strategy, operations, and HR practices
• Provide day-to-day performance management guidance, including coaching, counseling, career development, and disciplinary actions
• Maintain compliance with governmental, labor, legal, and reporting requirements
• Manage complex employee relations issues and develop workforce-alignment practices, procedures, and guidelines
• Assess business issues, use analytics to identify root causes, and implement solutions
• Develop relationships with internal and external stakeholders and coordinate consistent HR practices
• Develop a diversity strategy that fosters workforce inclusion
• Participate in developing department goals, objectives, and systems
• Monitor organizational culture to support company goals and employee satisfaction
• Maintain and update required federal and state postings
• Assist with special projects and perform other duties as assigned
• Travel approximately less than 5% of the time

• Serve as a strategic HR leader and trusted advisor to senior business and functional leaders
• Develop and execute people strategies that drive business performance, organizational effectiveness, and long-term growth objectives
• Lead, develop, and inspire a high-performing team of HR professionals
• Establish scalable HR programs, processes, and service delivery models
• Enhance employee experience, manager effectiveness, and organizational outcomes
• Develop and execute an integrated talent strategy covering talent acquisition, succession planning, leadership development, capability building, and retention
• Coach leaders, strengthen management capabilities, and build succession pipelines for critical roles
• Leverage people analytics, workforce insights, and HR metrics to identify trends and inform decision-making
• Integrate talent, culture, employee relations, engagement, and workforce planning strategies to support business transformation and growth

Director, Human Resources

• Execute and validate pre-launch configurations for annual compensation cycles
• Generate and update configurable grids, compensation matrices, review templates, review options, security rules, plan profiles, and scorecard configurations
• Execute plan rollouts and removals for eligible populations and validate accuracy across tenants
• Build and validate custom organizational structures for annual compensation cycles
• Support cycle execution by answering system questions and escalating complex issues
• Perform post-cycle configuration reviews, plan assignment analysis, population management, rule architecture adjustments, and sandbox validation
• Execute and validate Core and Advanced Compensation configurations
• Support Workday twice-annual release reviews and regression testing
• Adjust automated regression test scripts, assist with triage, and resolve or escalate findings
• Support Workday enhancement and ticket lifecycle management, requirements definition, and testing
• Support Workday security and compensation data visibility design, testing, validation, monitoring, audit reporting, and documentation
• Build and support compensation models, analytical tools, and recurring reports
• Improve workflows using Excel, Power Query, and emerging AI tools
• Contribute to reporting and dashboards for pay, equity, and market positioning data

Workday Specialist, Compensation

• Serve as a strategic advisor and Chief of Staff–style partner to senior HR leadership, shaping enterprise HR strategy and execution
• Lead and develop a high-performing Business Execution team responsible for HR strategy and transformation
• Drive planning, execution, and governance of complex, high-visibility HR initiatives, including workforce planning, organizational health, talent practices, and large-scale transformation programs
• Partner with Line of Business leaders and HR Centers of Excellence to align priorities, secure resources, resolve issues, and ensure policy compliance across a global operating environment
• Design and execute initiatives that strengthen career transparency, pay clarity, manager capability, and internal mobility
• Identify and mitigate people-related and execution risks, strengthening HR controls, compliance, and operational effectiveness
• Deliver executive-ready analytics, insights, dashboards, and reporting to support decision-making and proactively surface emerging risk and workforce trends
• Influence cross-functional leaders and teams to align on strategies, manage change, and deliver complex, multi-stakeholder outcomes
• Optimize allocation of people and financial resources to meet business objectives and execution commitments
• Continuously identify and implement improvements to Business Execution processes, operating models, and governance practices

Senior Manager – Business Execution, Human Resources

• Own Ralliant's talent operating system across direct labor, professional, and executive populations
• Embed Ralliant's talent philosophy into talent practices by the end of 2027
• Upskill HR and build people-leader capability in talent assessment and calibration
• Own the unified cadence of goal setting, annual performance cycle, calibration, talent reviews, succession, and workforce planning
• Drive execution and maintain the talent scorecard measuring practice impact
• Define succession frameworks, criteria, and readiness definitions
• Partner with HR and business leaders on talent pipelines, critical talent pools, and target roles
• Own the workforce planning process for businesses, functions, and the enterprise
• Build buy-versus-build plans and translate them into hiring and capability-building plans
• Deliver succession plans and workforce plans with countermeasures and associated development plans

Human Resources jobs in North Carolina

HR Generalist

HR Manager

HR Generalist

Director, Employee Relations

HR Business Partner

HR Business Partner

Director, Human Resources

Workday Specialist, Compensation

Senior Manager – Business Execution, Human Resources

Director, Talent Management – Planning