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Director Of Human Resource Jobs in Raleigh, NC (NOW HIRING)

Louisburg College

Be Seen First

Director of Human Resources (HR)

Louisburg, NC · On-site

$60K - $75K/yr

Director of Human Resources Reports to: President, Louisburg College Division: Human Resources ... of human resource programs including, but not limited to, compensation, benefits, and leaves ...

HireNetworks

Director, Human Resources

Durham, NC

Director of Human Resources We are seeking a Director of HR who views company culture as a flagship product: continually improving, highly engaging, and designed to scale. Reporting directly to the ...

ADP, Inc.

Director Human Resources

Clayton, NC · On-site

$120 - $170/hr

The Director of Human Resources oversees talent acquisition, employee relations, compensation and benefits, performance management, compliance, training and development, and organizational culture ...

PlayMetrics

Director Human Resources

Morrisville, NC · Hybrid

We're hiring a Director of HR to build and run the people function as we scale. This is a hands-on role covering recruiting, compensation, HRIS/payroll, compliance, and performance management ...

PlayMetrics

Director Human Resources

Morrisville, NC · On-site

We're hiring a Director of HR to build and run the people function as we scale. This is a hands-on role covering recruiting, compensation, HRIS/payroll, compliance, and performance management ...

S27a

Director, HR Onsite (Durham, NC)

Durham, NC · On-site

$120 - $180/hr

We are looking for a Director of HR who treats company culture like a flagship product: constantly iterating, highly engaging, and built to scale. Reporting directly to the CFO, you will serve as a ...

UHS

DIR - HUMAN RESOURCES

Raleigh, NC · On-site

Our staff of clinicians have many years of experience in the fields of mental health and addiction ... We are currently seeking a Human Resources Director to join our leadership team. This position ...

BuildOps

Human Resource Business Partner

Raleigh, NC · On-site

Strong understanding of HR best practices, employee relations, and employment law. * Proven experience in human resources, preferably in a fast-paced high -growth start-up environment. * Ability to ...

BuildOps

Human Resource Business Partner

Raleigh, NC · On-site

Strong understanding of HR best practices, employee relations, and employment law. * Proven experience in human resources, preferably in a fast-paced high -growth start-up environment. * Ability to ...

UHS

DIR - HUMAN RESOURCES

Raleigh, NC · On-site

Our staff of clinicians have many years of experience in the fields of mental health and addiction ... We are currently seeking a Human Resources Director to join our leadership team. This position ...

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All JobsOf Human Resource JobsDirector Of Human Resource JobsDirector Of Human Resource Jobs in Raleigh, NC

Director Of Human Resource information

See Raleigh, NC salary details

$34K

$103.1K

$160.9K

How much do director of human resource jobs pay per year?

As of Sep 5, 2026, the average yearly pay for director of human resource in Raleigh, NC is $103,083.00, according to ZipRecruiter salary data. Most workers in this role earn between $78,200.00 and $120,700.00 per year, depending on experience, location, and employer.

What does a director of human resource do?

A Director of Human Resource oversees the strategic planning and management of an organization's human resources department. Their responsibilities include developing HR policies, managing recruitment and talent development, ensuring legal compliance, and fostering a positive workplace culture. They also advise senior leadership on workforce planning, compensation, benefits, and employee relations, playing a key role in aligning HR strategies with overall business goals.

What are the key skills and qualifications needed to thrive as a director of human resource?

To thrive as a Director of Human Resources, you need deep knowledge of HR management, employment law, talent acquisition, and organizational development, usually supported by a bachelor's or master's degree in HR or a related field. Familiarity with HRIS software, payroll systems, and certifications such as SHRM-SCP or SPHR are highly valued. Exceptional leadership, conflict resolution, and strategic communication skills set outstanding candidates apart. These competencies are crucial for effectively shaping workplace culture, aligning HR strategy with business goals, and ensuring compliance and employee satisfaction.

How does a director of human resource typically collaborate with executive leadership to shape company culture?

A Director of Human Resource works closely with executive leadership to design and implement strategies that align workforce planning with the organization's overall vision and values. This involves facilitating open communication, advising on talent management, and leading initiatives related to diversity, equity, and inclusion. The HR Director often acts as a bridge between staff and senior management, ensuring that employee feedback is considered in strategic decisions and that company culture supports both business objectives and employee satisfaction.

What is the difference between Director Of Human Resource vs HR Manager?

AspectDirector Of Human ResourceHR Manager
ResponsibilitiesStrategic planning, policy development, overseeing HR departmentsImplementing policies, managing daily HR operations
Required CredentialsBachelor’s or Master’s in HR, Business, or related field; extensive experienceBachelor’s degree in HR or related field; mid-level experience
Work EnvironmentExecutive offices, strategic meetingsHR departments, administrative settings
Industry UsageUsed across large organizations and corporationsCommon in mid-sized and large companies

The main difference between a Director Of Human Resource and an HR Manager lies in their scope and focus. The Director typically handles strategic planning and oversees the entire HR department, while the HR Manager manages daily operations and policy implementation. Both roles require similar credentials but differ in responsibility level and strategic involvement.

Do human resource directors make a lot of money?

Human resource directors typically earn a high salary due to their leadership role in managing company personnel and strategic planning. Salaries vary based on industry, company size, and location, but they often include additional benefits and bonuses. Experience, certifications, and skills in HR management tools can also influence compensation.

What are popular job titles related to Director Of Human Resource jobs in Raleigh, NC?

For Director Of Human Resource jobs in Raleigh, NC, the most frequently searched job titles are:

What job categories do people searching Director Of Human Resource jobs in Raleigh, NC look for?

The top searched job categories for Director Of Human Resource jobs in Raleigh, NC are:

What cities near Raleigh, NC are hiring for Director Of Human Resource jobs?

Cities near Raleigh, NC with the most Director Of Human Resource job openings:

Director Of Human Resource jobs near you
Infographic showing various Director Of Human Resource job openings in Raleigh, NC as of August 2026, with employment types broken down into 1% As Needed, 82% Full Time, 14% Part Time, and 3% Contract. Highlights an 91% Physical, 2% Hybrid, and 7% Remote job distribution, with an average salary of $113,339 per year, or $54.5 per hour.

Director of Human Resources

Lightwave Dental Management LLC

Raleigh, NC • On-site

$180K - $200K/yr

Full-time

Medical, Dental, Retirement, PTO

Posted 5 days ago

Lightwave Dental rating

7.8

Company rating: 7.8 out of 10

Based on 6 frontline employees who took The Breakroom Quiz

Job description

Lightwave Dental was founded in 2016, is a high-growth company building the group model for the future of the dental industry. Lightwave is passionate about doing things the right way with a tight focus on high quality, core values, and taking care of their people. Lightwave is a dental leadership organization that focuses on partnering, training and developing dentists as the natural leaders of the dental practice. Lightwave helps dentists launch their careers, supports dentists leading high-growth dental groups, and assists doctors looking to establish their legacy as they transition into retirement. Lightwave is solving the big problems in dentistry: retirement, management, reimbursements, and partnership by providing the benefits of a group while preserving the essence of private practice. Lightwave currently supports over 100 dental offices in 3 states. For additional information, please visit lightwavedental.com. Follow us on LinkedIn, Facebook, and Instagram.
Position Summary
Lightwave is seeking an experienced and highly collaborative Director of Human Resources to serve as the second-in-command to the Senior Vice President of Human Resources. This role is responsible for leading the day-to-day execution of the HR function while serving as a trusted strategic partner to executive and operational leaders.
The Director of Human Resources provides leadership across HR operations, employee relations, compliance, HR technology, payroll and benefits oversight, organizational initiatives, and business partnership. This individual ensures operational excellence while helping scale the HR function to support a rapidly growing, multi-state healthcare organization.
The ideal candidate is equally comfortable solving complex employee issues, improving HR processes, leading enterprise initiatives, coaching leaders, and translating business strategy into practical HR solutions.
The role reports to the SVP, Human Resources and will have five direct reports.
Key Responsibilities
Strategic HR Business Partnership
  • Serve as the primary HR Business Partner for senior operational and corporate leaders.
  • Partner with leaders on organizational design, workforce planning, talent strategies, succession planning, and change management.
  • Coach leaders through performance management, employee relations, organizational effectiveness, and leadership development.
  • Advise leaders on employment law, policy interpretation, and risk mitigation.
  • Act as the senior HR leader in the absence of the SVP of HR.

HR Operations Leadership
Lead the day-to-day HR operation, ensuring consistent, high-quality service delivery across the organization.
Responsibilities include:
  • HR service delivery
  • Employee lifecycle administration
  • HR process optimization
  • HR policies and procedures
  • Compliance programs
  • Leave administration oversight
  • HR governance
  • Service level performance
  • Continuous process improvement

Employee Relations
Provide strategic oversight of complex employee relations matters, including:
  • Investigations
  • Performance management
  • Corrective action
  • Workplace conflict resolution
  • Reductions in force
  • Sensitive employment decisions
  • Litigation support
  • Employment practices risk mitigation

HR Technology & Process Improvement
Partner with the HR team to maximize the effectiveness of Dayforce and HR technology by:
  • Improving workflows
  • Automating manual processes
  • Enhancing reporting capabilities
  • Strengthening data integrity
  • Driving adoption of best practices
  • Leading system enhancements and upgrades

Payroll & Benefits Oversight
Provide leadership and oversight for payroll and benefits administration while ensuring:
  • Payroll accuracy
  • Regulatory compliance
  • Benefits administration excellence
  • Vendor partnership management
  • Process improvements
  • Employee experience

Organizational Effectiveness
Partner with the SVP to:
  • Drive organizational design initiatives
  • Support leadership development
  • Improve manager capability
  • Enhance employee engagement
  • Support culture initiatives
  • Lead change management efforts

HR Projects
Lead enterprise HR initiatives including:
  • HR process redesign
  • Policy development
  • Compliance initiatives
  • Technology implementations
  • Organizational restructuring

Leadership
Lead, develop, and mentor the HR team by:
  • Establishing clear priorities
  • Developing talent
  • Creating accountability
  • Building a high-performing HR function
  • Fostering collaboration across departments

Qualifications
Required
  • Bachelor's degree in Human Resources, Business Administration, or related field
  • 10+ years of progressive Human Resources leadership experience
  • 5+ years leading HR teams in a multi-site organization
  • Strong experience across:
    • HR Operations
    • Employee Relations
    • HR Business Partnership
    • Employment Law
    • Compliance
    • Performance Management
    • Organizational Change
  • Experience supporting organizations with 1,000+ employees across multiple states
  • Experience leading HR technology initiatives (Dayforce experience preferred)
  • Strong analytical, coaching, and influencing skills

Preferred
  • Healthcare services, dental, physician practice management, or other multi-site services experience
  • Experience in a private equity-backed environment
  • SHRM-SCP or SPHR certification
  • Experience supporting acquisitions and organizational growth

Leadership Competencies
The successful candidate will demonstrate:
  • Executive presence
  • Sound business judgment
  • Strategic thinking with operational discipline
  • High emotional intelligence
  • Exceptional relationship-building
  • Strong decision-making
  • Ability to thrive in a fast-paced, growth-oriented environment
  • Continuous improvement mindset
  • Ability to balance empathy with accountability

Success Measures (First 12 Months)
  • Improve HR service delivery and responsiveness across the organization.
  • Strengthen partnerships with operational and corporate leaders.
  • Reduce time to resolution for employee relations matters while maintaining consistency and compliance.
  • Streamline HR processes and increase Dayforce utilization through workflow improvements.
  • Establish meaningful HR metrics and executive dashboards.
  • Enhance manager capability through coaching and practical HR guidance.
  • Improve employee experience across onboarding, policy administration, and HR support.
  • Successfully lead enterprise HR initiatives and support organizational growth and integration efforts.

Required Qualifications
  • Bachelor's degree in Human Resources, Business Administration, Organizational Leadership, or a related field; equivalent combination of education and relevant experience may be considered.
  • 10+ years of progressive Human Resources experience, including significant experience in HR leadership and people management roles.
  • Demonstrated success serving as a senior HR Business Partner and trusted advisor to executive, operational, and functional leaders.
  • Broad-based HR leadership experience with demonstrated expertise across HR operations, employee relations, employment law and compliance, performance management, organizational effectiveness, and change management.
  • Experience supporting a large, geographically dispersed, multi-site and multi-state workforce, preferably within an organization of 1,000+ employees.
  • Proven ability to lead a team and oversee multiple HR disciplines while establishing priorities, developing talent, driving accountability, and ensuring high-quality HR service delivery.
  • Significant experience managing complex and sensitive employee relations matters, including investigations, performance issues, corrective action, organizational restructuring, reductions in force, and employment-related risk.
  • Demonstrated ability to translate business priorities into practical, scalable HR strategies, programs, and solutions.
  • Experience evaluating and improving HR processes, operating models, policies, controls, and service delivery practices.
  • Experience leveraging HR technology to improve efficiency, data integrity, reporting, automation, and the employee and manager experience; Dayforce experience strongly preferred.
  • Working knowledge of federal and multi-state employment laws and demonstrated ability to appropriately assess and mitigate employment-related risk.
  • Experience using HR metrics, workforce data, and business insights to identify trends, inform decisions, and measure HR effectiveness.
  • Strong project and change management capabilities, including experience leading cross-functional and enterprise-wide initiatives.
  • Exceptional interpersonal, communication, coaching, influencing, and relationship-building skills, with the ability to effectively partner at all levels of an organization.
  • Demonstrated ability to operate with a high degree of judgment, discretion, integrity, and independence in a fast-paced, growth-oriented environment.

Preferred Qualifications
  • Experience within healthcare services, dental or physician practice management, or another complex, multi-site service organization.
  • Experience supporting a private equity-backed or other high-growth organization undergoing significant transformation, acquisition, or integration.
  • Experience supporting mergers and acquisitions, including due diligence, integration, organizational restructuring, and change management.
  • Experience overseeing or partnering closely with payroll, benefits, leave administration, and HR technology functions.
  • Experience leading HR transformation, process redesign, or shared-service/service-delivery improvement initiatives.
  • Experience developing HR dashboards, executive reporting, and workforce analytics.
  • SHRM-SCP, SPHR, or comparable senior-level HR certification.

Leadership Profile
The successful candidate will be a business-minded, hands-on HR leader who combines strategic thinking with strong operational execution. This individual will be comfortable moving from an executive leadership discussion to resolving a complex employee issue, improving an HR process, coaching a leader, or leading a major organizational initiative.
They will demonstrate:
  • Executive presence and credibility with senior leaders.
  • Strong business acumen and sound judgment.
  • A balance of strategic thinking and operational discipline.
  • High emotional intelligence and exceptional relationship-building skills.
  • The confidence to appropriately challenge and influence leaders while remaining solutions-oriented.
  • A strong sense of ownership and accountability.
  • The ability to make thoughtful decisions in complex or ambiguous situations.
  • A continuous-improvement and service-oriented mindset.
  • The ability to balance empathy, consistency, compliance, and accountability.
  • Comfort operating as both a leader and a hands-on practitioner when needed.
  • The ability to lead the HR function effectively in the absence of the SVP, Human Resources.

In return for providing an excellent employee and patient experience, we offer a great benefits package to include health and dental benefits, 401(k), holiday pay and paid time off.

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