ZipRecruiter

Log In

1

Digital Risk Jobs in High Point, NC (NOW HIRING)

Syngenta

Environmental Fate and Exposure Scientist

Greensboro, NC · On-site

$72K - $95K/yr

  • Medical

  • Dental

  • Vision

  • Retirement

  • PTO

We unite advanced science with digital solutions to develop intelligent crop protection that ... Provide strategic and exposure modeling support for endangered species risk assessments of ...

Hayward

Industrial Design Director

Clemmons, NC

$124K - $152K/yr

... and digital ecosystems. This is a leadership role responsible for shaping Hayward's product ... Guide concept exploration, prototyping, and validation efforts to de-risk innovation opportunities

Hayward Industries

Industrial Design Director

Clemmons, NC · On-site

$124K - $152K/yr

... and digital ecosystems. This is a leadership role responsible for shaping Hayward's product ... Guide concept exploration, prototyping, and validation efforts to de-risk innovation opportunities

F.N.B. Corporation

Floating Relationship Banker

Lexington, NC · On-site

$16.75 - $21.75/hr

Incorporate FNB digital products and services into customer interactions. Using FNB approved branch ... B. Corporation's risk management program. F.N.B. Corporation is committed to achieving superior ...

previous pagenext page

Showing results 21-40

All JobsDigital Risk JobsDigital Risk Jobs in High Point, NC

Digital Risk information

See High Point, NC salary details

$14

$42

$78

How much do digital risk jobs pay per hour?

As of Aug 17, 2026, the average hourly pay for digital risk in High Point, NC is $42.15, according to ZipRecruiter salary data. Most workers in this role earn between $22.74 and $54.71 per hour, depending on experience, location, and employer.

What is digital risk?

Digital risk refers to the potential threats and vulnerabilities that organizations face as they adopt digital technologies, such as cyber attacks, data breaches, privacy issues, and technology failures. A digital risk professional identifies, assesses, and manages these risks to protect an organization's digital assets and ensure compliance with regulations. Their responsibilities may include implementing cybersecurity measures, monitoring for emerging threats, conducting risk assessments, and developing response strategies. They work closely with IT, compliance, and business teams to create a secure digital environment. The goal is to balance innovation and technology adoption with effective risk management.

What are the key skills and qualifications needed to thrive as a digital risk professional?

To thrive as a Digital Risk professional, you need a solid understanding of risk management frameworks, information security, and regulatory compliance, often supported by a degree in IT, cybersecurity, or a related field. Familiarity with risk assessment tools, cybersecurity platforms, and certifications like CISSP, CISM, or CRISC is typically expected. Strong analytical thinking, attention to detail, and effective communication skills help you identify threats and convey risks to stakeholders. These skills are crucial for proactively protecting organizations from digital threats and ensuring business continuity in a rapidly evolving technological environment.

What are the main challenges faced by professionals working in digital risk roles, and how can they effectively address them?

Professionals in Digital Risk often face challenges such as rapidly evolving cyber threats, regulatory compliance demands, and ensuring robust risk management across digital assets. Staying updated with the latest threat intelligence and regulatory changes is essential. Collaboration with IT, legal, and business teams is crucial to develop comprehensive risk mitigation strategies. Adopting a proactive approach, continuous learning, and leveraging advanced risk assessment tools can help digital risk professionals effectively manage these challenges.

What is the difference between Digital Risk vs Cybersecurity Analyst?

AspectDigital RiskCybersecurity Analyst
Required CredentialsCertifications like CISSP, CISA, CISM, and relevant degreesCertifications like CompTIA Security+, CISSP, CEH, and related degrees
Work EnvironmentFocuses on risk management, compliance, and strategic planning across digital assetsFocuses on protecting IT infrastructure, monitoring threats, and incident response
Employer & Industry UsageUsed by financial institutions, tech firms, and corporations managing digital risksCommon in IT departments, security firms, and organizations with cybersecurity teams

Digital Risk professionals primarily focus on identifying and managing risks related to digital assets and compliance, while Cybersecurity Analysts concentrate on protecting systems from cyber threats. Both roles require similar certifications and often work within the same industry environments, but their core responsibilities differ in scope and focus.

What are popular job titles related to Digital Risk jobs in High Point, NC?

For Digital Risk jobs in High Point, NC, the most frequently searched job titles are:

What job categories do people searching Digital Risk jobs in High Point, NC look for?

The top searched job categories for Digital Risk jobs in High Point, NC are:

What cities near High Point, NC are hiring for Digital Risk jobs?

Cities near High Point, NC with the most Digital Risk job openings:

Digital Risk jobs near you

Head of People & Organizational Effectiveness

Better Impact

Winston Salem, NC • On-site, Remote

Full-time

Medical, Dental, Vision, Retirement, PTO

Posted 25 days ago

Job description

About Better Impact
Better Impact builds software for organizations that rely on people showing up for one another and their communities.
Our platform helps nonprofits, hospitals, government agencies, volunteer centers, and corporate community programs recruit, onboard, schedule, train, communicate with, and understand the impact of their volunteers. More than 85,000 organizations across 20 countries use Better Impact today. In January 2026, Better Impact and Galaxy Digital combined to create a larger platform dedicated to volunteerism and community engagement.
We are now a team of more than 100 employees and FTEs, operating across Canada, the United States, the United Kingdom, and Australia. We are growing, integrating, and building the systems a company at our stage needs. That includes the People function.
This is a great moment for the right People leader. The mission is strong. The industry is big and meaningful. The company is ready to invest in better ways of working. And there is real building to do.
About the role
Better Impact is hiring a Head of People & Organizational Effectiveness to build the People operating system for our next stage of growth.
This is a hands-on leadership role. The mission is to help architect a holistic people operations system, operate it, improve it, and build a culture we all take pride in.
The company has strong fundamentals: a meaningful market, a supportive executive team, a mission people care about, and a business that is ready to invest in better people practices. We also have real operating complexity. We are integrating two legacy organizations. We have employees across four countries. We have split payroll and HR infrastructure. We need stronger manager enablement, clearer performance practices, more consistent hiring discipline, compensation governance, and better people-risk visibility. We need someone who can take the pieces that already exist, see what is missing, and build a People function that is clear, trusted, consistent, and scalable.
You will own the People function end to end: HR operations, hiring discipline, workforce planning, payroll and benefits oversight, HRIS/vendor management, onboarding, off-boarding, employee relations, performance management, manager enablement, compensation governance, HR policy, employee communications, culture integration, and people-side requirements for systems and data work.
You will work closely with the executive team, Operations, Finance, Data Security, Systems, and managers across the business. You will have support. You will have authority. And you will have a clear mandate: build the structure, habits, judgment, and manager capability that help Better Impact scale without becoming heavy, slow, or impersonal.
What you will do
  • Build and run the People operating model, including intake, ownership, escalation paths, documentation standards, decision rights, and service expectations.
  • Lead the people side of integration across legacy Better Impact and Galaxy Digital teams.
  • Create stronger hiring discipline, including workforce planning, role definition, and the process for opening critical roles.
  • Oversee payroll, benefits, HRIS, onboarding, off-boarding, and employee data accuracy.
  • Build practical, trusted processes for employee relations, performance management, corrective action, investigations, feedback, and documentation.
  • Help managers become stronger first-line people leaders, with clearer expectations and better tools.
  • Build compensation administration and governance practices, including benchmarking inputs, role levels, review processes, and decision rules.
  • Maintain jurisdiction-aware People practices across Canada, the US, the UK, and Australia.
  • Define People requirements for HRIS, payroll, data migration, access, privacy, and system rationalization.
  • Establish a steady rhythm for employee engagement, culture integration, internal communication, and retention-risk visibility.
  • Work with outside employment counsel, payroll, benefits, HRIS, EOR/PEO, and recruiting vendors where specialized support is needed.

Requirements
What you bring
  • 8+ years of progressive People, HR, or People Operations experience.
  • 3+ years in a senior full-function People leadership role, such as Head of People, Senior Director of People, VP People, or equivalent.
  • Experience building or rebuilding People operations at a 75-250 person SaaS, software, B2B technology, or similarly complex organization.
  • Direct experience with employee relations, performance management, corrective action, investigations, and employment-risk escalation.
  • Experience operating across more than one employment jurisdiction, with the judgment to know when to use outside counsel, vendors, or internal process.
  • Hands-on ownership of HRIS and payroll vendors, including troubleshooting, process improvement, vendor management, and system rationalization.
  • Experience building hiring, onboarding, off-boarding, performance management, compensation governance, or manager enablement processes from scratch or from an underdeveloped state.
  • Experience advising senior leaders clearly, including when the answer is uncomfortable.
  • Experience handling employee matters with sound judgment while protecting the company and treating people with dignity.
  • Experience explaining decisions, expectations, and tradeoffs clearly.
  • Experience documenting People decisions and processes with appropriate operational discipline.

Strong pluses
These are not required, but they would help you ramp quickly:
  • Experience with post-merger or post-acquisition integration.
  • Experience with culture integration across two legacy organizations.
  • Experience with Rippling, BambooHR, HiBob, Workday Lite, or similar HRIS platforms.
  • Experience with EOR/PEO vendors such as Deel, Remote, Rippling Global, or similar providers.
  • Experience designing manager enablement programs, feedback frameworks, performance process training, or ER escalation protocols.
  • SHRM-CP/SCP, PHR/SPHR, CIPD, or equivalent certification.
  • Experience in a private-equity-backed, investor-backed, or board-accountable organization.

Benefits
As part of our commitment to supporting you in both your professional and personal life, we offer a comprehensive range of employee benefit programs, including:
  • Annual salary of 120,000-150,000 USD annually with bonus eligibility
  • Medical, dental & vision insurance (after 90 days)
  • 401(k) program with an employer match (after 90 days)
  • Unlimited vacation + 9 paid holidays
  • Paid parental leave

Apply