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Human Performance Jobs in Raleigh, NC (NOW HIRING)

tbg

Regional Human Resources Manager

Charlotte, NC

$78K - $107K/yr

We are looking for a high-performance Regional Human Resources Leader to serve as a strategic partner and "coach" for our shared services and field management teams. This isn't a "sit behind a desk ...

NCSU

HR Operations Manager

Raleigh, NC · On-site

Lead the department's performance management process, including supervisor training, guidance, compliance monitoring, and continuous improvement efforts. * Develop and maintain HR reports and ...

Labcorp

Director, HR Business Partner - IT

Durham, NC · On-site

Provides strategic counsel on leadership effectiveness, performance outcomes, culture and ... Partners with regional HR and business leaders to optimize global operating models, spans/layers ...

Shaw University

Part Time HR Representative

Raleigh, NC · On-site

Assisting with performance management and improvement systems. * Assisting in resolving employee ... Documenting HR processes. * Performing office administration duties. * Assisting with employee ...

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All JobsHuman Performance JobsHuman Performance Jobs in Raleigh, NC

Human Performance information

See Raleigh, NC salary details

$23.4K

$39.1K

$53K

How much do human performance jobs pay per year?

As of Jun 21, 2026, the average yearly pay for human performance in Raleigh, NC is $39,115.00, according to ZipRecruiter salary data. Most workers in this role earn between $33,200.00 and $42,400.00 per year, depending on experience, location, and employer.

What are some of the main challenges faced by professionals in Human Performance roles, and how can they be addressed?

Professionals in Human Performance often encounter challenges such as effectively balancing individual and organizational goals, staying updated with the latest research in performance optimization, and tailoring interventions to diverse populations. To address these, it is important to engage in continuous professional development, collaborate closely with multidisciplinary teams (such as coaches, medical staff, and HR), and use data-driven approaches to track and adjust performance strategies. Building strong communication skills and fostering a culture of feedback can also help overcome these challenges and drive successful outcomes.

What profession makes $400,000 a year?

In the field of human performance, high-level sports coaches, performance psychologists, and specialized trainers can earn around $400,000 annually, especially with extensive experience, advanced certifications, and working with elite athletes or organizations. Such roles often require advanced degrees, a strong track record, and the ability to operate in competitive or high-stakes environments.

What jobs can I get with a human performance degree?

A human performance degree prepares individuals for careers such as exercise physiologist, sports coach, strength and conditioning specialist, fitness trainer, or rehabilitation specialist. These roles often require knowledge of anatomy, physiology, and performance analysis, and may involve certifications like ACSM or NSCA. Job opportunities are available in sports organizations, healthcare facilities, fitness centers, and research settings.

What is human performance in the workplace?

Human performance in the workplace refers to how effectively individuals or teams carry out their tasks, meet objectives, and contribute to organizational goals. It involves factors such as skills, motivation, work environment, processes, and human factors engineering. By understanding and optimizing these elements, organizations can improve productivity, reduce errors, and enhance employee well-being. Human performance specialists often analyze workflows, implement training programs, and recommend changes to improve overall outcomes.

What are the key skills and qualifications needed to thrive as a Human Performance Specialist, and why are they important?

To thrive as a Human Performance Specialist, you need expertise in exercise science, biomechanics, and physiology, typically supported by a degree in kinesiology or a related field. Familiarity with performance assessment tools, data analysis software, and certifications such as CSCS (Certified Strength and Conditioning Specialist) are often required. Strong communication, motivational skills, and the ability to build rapport help clients achieve their performance goals. These competencies ensure the effective design and implementation of programs that optimize physical performance and well-being.

What are 5 careers in human services?

Human services careers include roles such as social workers, case managers, mental health counselors, rehabilitation specialists, and community outreach coordinators. These positions typically require strong communication skills, relevant certifications, and a focus on helping individuals or communities improve their well-being.

What is the difference between Human Performance vs Human Factors Specialist?

AspectHuman PerformanceHuman Factors Specialist
Required CredentialsTypically requires degrees in psychology, kinesiology, or related fields; certifications like Certified Performance Technologist (CPT)Requires degrees in psychology, ergonomics, or engineering; certifications like Certified Human Factors Professional (CHFP)
Work EnvironmentWorkplaces include sports, military, corporate training, and performance consultingWorkplaces include research labs, aerospace, healthcare, and product design
Industry UsageUsed in sports, military, corporate training, and performance improvementUsed in product design, safety, healthcare, and research

Human Performance focuses on optimizing individual and team capabilities through training and techniques, often in sports or corporate settings. Human Factors Specialists analyze how humans interact with systems and design solutions to improve safety and usability. While both roles aim to enhance human efficiency, Human Performance emphasizes skill development, whereas Human Factors centers on system and interface design.

What job makes $10,000 a month without a degree?

In human performance-related roles, high-paying positions such as professional sports coaches, fitness entrepreneurs, or specialized trainers can earn $10,000 or more monthly without a formal degree, often relying on experience, certifications, and reputation. These jobs typically require expertise, strong networking, and sometimes certifications in areas like personal training or sports management.
What are popular job titles related to Human Performance jobs in Raleigh, NC? For Human Performance jobs in Raleigh, NC, the most frequently searched job titles are:
What job categories do people searching Human Performance jobs in Raleigh, NC look for? The top searched job categories for Human Performance jobs in Raleigh, NC are:
Human Performance jobs near you

Human Resources Assistant Department Director -- HR Operations and Service Delivery

City of Durham, NC

Durham, NC • On-site

$113K - $181K/yr

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 9 days ago

Job description

Salary : $113,401.00 - $181,433.00 Annually
Location : 101 City Hall Plaza, Durham, NC
Job Type: Full time with benefits
Job Number: 26-05982
Department: Human Resources
Opening Date: 06/12/2026
Closing Date: 7/10/2026 11:59 PM Eastern
Position Description
Hiring Range: $142,000 - $172,000
Work Days/Hours: 8:00am - 5:00pm
***A RESUME IS REQUIRED TO BE ATTACHED TO THE JOB APPLICATION***
The City of Durham's is an accomplished, diverse, energetic team embracing and inspiring the joy of public service. We aggressively challenge assumptions of what is possible, moving towards a future that is more just, productive and rewarding for all employees. Join us if you're ready to share your talents, learn new skills and build relationships in service to the City of Durham!
The Human Resources Department serves approximately 2,800 employees across 26 departments. The department is in a period of significant transformation, including the implementation and stabilization of a new enterprise HCM platform, a restructured service delivery model, and a renewed focus on operational excellence.
POSITION SUMMARY
The Assistant Department Director of HR Operations and Service Delivery is a senior leadership role reporting to the Chief Human Resources Officer. The incumbent oversees multiple divisions within the HR department and serves as a second-level supervisor, providing strategic direction and management oversight to managers and their HR divisions.
This position is responsible for the infrastructure, systems, and service channels that enable the HR department to deliver consistent, high-quality support to the City's workforce. The incumbent oversees the design and execution of the department's service delivery model, HR technology systems, frontline service operations, and data and analytics functions.
The ideal candidate is a builder - someone who can design scalable processes, stabilize and optimize HR technology platforms, and stand up a service delivery model that ensures departments receive responsive, knowledgeable HR support. This role requires a leader who is equally comfortable working at the systems level and managing day-to-day operations, and who brings a track record of leading teams through technology transitions and process improvement.
Duties/Responsibilities
This position provides strategic and operational leadership over multiple HR functional areas. The specific portfolio may include, but is not limited to, the following:
HRIS - HR Technology and Information Systems
  • Leads the administration, configuration, and continuous improvement of the City's HCM platform (Oracle Fusion HCM) and related HR technology systems.
  • Oversees system stabilization, post-implementation optimization, and end-user support.
  • Partners with IT and vendor teams to ensure data integrity, security, and system integration across platforms.
  • Manages the planning and execution of future system modules and enhancements.
  • Oversees vendor relationships for HR technology platforms, ensuring contractual performance, knowledge transfer, and transition planning.

HR Connect - HR Service Delivery and Operations
  • Oversees HR Connect or equivalent frontline service functions that serve as the primary intake channel for employee inquiries.
  • Designs and implements a tiered service delivery model that routes employee-level inquiries through centralized channels and director/manager-level support through assigned HR specialists/portfolios.
  • Establishes service standards, response time expectations, and quality metrics.
  • Builds and manages an HR liaison or specialist model that provides portfolio-based support to City departments.

HR Data, Analytics, and Reporting
  • Owns the department's data strategy, including the collection, governance, analysis, and reporting of HR metrics and workforce data.
  • Develops and maintains dashboards, scorecards, and regular reporting packages for HR leadership, the City Manager's Office, and other stakeholders.
  • Produces ad hoc analyses to support decision-making on workforce planning, compensation, staffing trends, and operational performance.
  • Ensures compliance with data governance standards and regulatory reporting requirements.
  • Builds internal capacity for data literacy and self-service reporting within the HR department.

Leadership and Team Development
  • Directly supervises managers and staff within assigned functional areas; serves as a second-level supervisor overseeing multiple divisions.
  • Prioritizes the growth and development of direct reports and their teams, conducting regular 1:1 meetings and managing performance through the City's EPEP Performance Management framework.
  • Invests in building team capacity, initiative, and professional skills.
  • Operates in alignment with the department's operational excellence framework, ensuring all work within assigned divisions reflects a commitment to customer service, communication, compliance, and continuous improvement.
  • Collaborates with peer leaders in the HR department to ensure alignment of operations with department strategy.
  • Serves as HR Director in the Director's absence when designated.
  • Represents the HR department at meetings, proceedings, and presentations, including City Council when designated.
  • Manages assigned projects, vendor relationships, and budget responsibilities within the division.

Minimum Qualifications & Experience
  • Bachelor's degree in human resources, public administration, organizational development, business administration, or a directly related field.
  • Nine (9) years of demonstrated progressively responsible human resources experience in at least two related operational functions: HRIS - HR Technology and Information Systems, HR Service - Delivery and Operations, or HR Data- Analytics, and Reporting.
  • Five (5) years of supervisory or management experience.

Additional Preferred Skills
  • Master's degree in a related field.
  • Direct experience leading an HCM or ERP implementation or post-go-live stabilization (Oracle, Workday, SAP, or comparable platform).
  • Experience designing or managing a tiered HR service delivery model, shared services center, or HR liaison/business partner structure.
  • Experience developing HR analytics, dashboards, or workforce reporting for executive audiences.
  • Professional HR certification (SHRM-CP, SHRM-SCP, PHR, SPHR, or IPMA-CP/SCP).
  • Experience in municipal or public-sector human resources.

Benefits - General Full-Time Employees
  • 12-13 paid holidays per year
  • 13 standard work days of vacation per year
  • 13 standard work days of sick leave per year, which accumulates indefinitely; sick leave may be used toward early retirement
  • 2 weeks paid military leave per year
  • Medical, dental, vision, and supplemental life insurance plans
  • State and City retirement plans
  • Short and long term disability plans
  • Paid temporary disability leave for specified conditions
  • City contribution of 13.6% into the N.C. State Retirement System
  • Paid funeral leave
  • Employee Assistance Program - personal and family counseling
  • Paid life insurance equal to annual salary
  • 48 hours for volunteer work each year*
  • 4 hours parental leave each year
  • Workman's Compensation Insurance
  • 457 Deferred Compensation Plans
Benefits - Part-Time (1,000 hours or more per year)
  • 401(k) retirement plan (5.0% of salary)
  • State retirement plan
Benefits Part-Time (Average 30 hours per week over 12 month period)
  • 401(k) retirement plan (5.0% of salary)
  • State retirement plan effective first day of the month following date of hire
  • Health insurance effective first day of the month following date of hire
  • Dental and life insurance, after one year of service
  • Pro-rated vacation, pro-rated sick, pro-rated floating holiday, parttime holiday pay (based on scheduled hours for that day) after one year of service

01
Where did you first hear about this opportunity?
  • City of Durham Website
  • Walk in
  • Job fair
  • Employee referral
  • Professional organization ***Please list the organization in "other" box below***
  • Internet posting ***Please list the specific web site in the "other" box below***
  • Craig's List
  • Facebook
  • LinkedIn
  • GlassDoor
  • governmentjobs.com
  • Monster.com
  • Indeed.com
  • Employment Security Commission
  • Magazine/Newspaper
  • Other

02
If you listed "other" above please give specific web site, organization, or publication.
03
Please select your highest level of COMPLETED education.
  • Less than a High School Diploma or Equivalent (GED, HiSET, TASC)
  • High School Diploma or Equivalent (GED, HiSET, TASC)
  • Associates Degree
  • Bachelor's Degree
  • Master's Degree
  • Doctoral Degree (PhD, Juris Doctorate)

04
How many years of progressively responsible professional experience do you have in human resources, HR technology, or related operational functions?
  • No related experience
  • Less than 1 year of related experience
  • 1 year but less than 5 years of related experience
  • 5 years but less than 9 years of related experience
  • 9 or more years of related experience

05
How many years of supervisory/management experience do you have?
  • No supervisory experience
  • Some supervisory experience but less than 1 year
  • 1 year experience but less than 2 years
  • 2 years experience but less than 5 years
  • 5 or more years supervisory experience

06
Which of the following HR functional areas do you have demonstrated professional experience in? Select all that apply.
  • HRIS - HR Technology and Information Systems
  • HR Service Delivery and Operations
  • HR Data - Analytics, and Reporting

Required Question

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