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People Manager Jobs in Raleigh, NC (NOW HIRING)

Versana

Sr. Engineering Manager - Raleigh

Raleigh, NC · On-site

People Leadership & Team Development Lead, mentor, and develop engineering managers, tech leads, and individual contributors across multiple teams. Build a culture of ownership, accountability ...

Collibra

Senior People Technology Analyst

Raleigh, NC · Hybrid

$80K - $100K/yr

... Manager, People Solutions, and own meaningful pieces of our Workday ecosystem with real room to grow into broader scope over time this role is built as a growth path, not a fully-loaded seat from day ...

Collibra

Senior People Solutions Analyst

Raleigh, NC · On-site

$80K - $100K/yr

... Manager, People Solutions, and own meaningful pieces of our Workday ecosystem with real room to grow into broader scope over time this role is built as a growth path, not a fully-loaded seat from day ...

Collibra

Senior People Technology Analyst

Raleigh, NC · On-site

$80K - $100K/yr

... Manager, People Solutions, and own meaningful pieces of our Workday ecosystem with real room to grow into broader scope over time this role is built as a growth path, not a fully-loaded seat from day ...

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All JobsPeople JobsPeople Manager JobsPeople Manager Jobs in Raleigh, NC

People Manager information

See Raleigh, NC salary details

$23.8K

$57.9K

$112.8K

How much do people manager jobs pay per year?

As of Sep 11, 2026, the average yearly pay for people manager in Raleigh, NC is $57,863.00, according to ZipRecruiter salary data. Most workers in this role earn between $40,800.00 and $66,600.00 per year, depending on experience, location, and employer.

What is a people manager?

People Managers are professionals responsible for overseeing, guiding, and supporting a team of employees within an organization. Their primary role is to foster a positive work environment, facilitate professional growth, and ensure their team meets organizational goals. People Managers handle tasks such as hiring, performance evaluations, conflict resolution, and employee development, acting as a bridge between staff and upper management. Effective People Managers combine leadership, communication, and problem-solving skills to help their teams succeed.

What are the key skills and qualifications needed to thrive as a people manager, and why are they important?

To thrive as a People Manager, you need a solid understanding of personnel management, organizational policies, and often a background in human resources or business administration. Familiarity with HR information systems (HRIS), performance management tools, and basic data analysis is typically required. Exceptional interpersonal skills, emotional intelligence, and conflict resolution abilities set outstanding people managers apart. These competencies are crucial for fostering team engagement, driving performance, and ensuring alignment with organizational goals.

What are some common challenges people managers face when leading diverse teams, and how can they effectively address them?

People Managers often encounter challenges such as managing differing communication styles, resolving conflicts, and ensuring inclusivity within diverse teams. To address these, it's important to foster open communication, provide regular feedback, and cultivate an environment where team members feel valued and heard. Utilizing structured one-on-ones, promoting team-building activities, and investing in diversity and inclusion training can also help People Managers lead more effectively and create a cohesive, high-performing team.

What is the difference between People Manager vs HR Coordinator?

AspectPeople ManagerHR Coordinator
Required CredentialsTypically a bachelor’s degree in business, management, or related field; leadership experienceUsually a bachelor’s degree in human resources, business, or related area; HR certifications optional
Work EnvironmentLeads teams, manages employee performance, and implements policiesSupports HR functions, handles administrative tasks, and assists in recruitment
Employer & Industry UsageCommon in corporate, tech, and retail sectors for team leadership rolesFound across industries for supporting HR operations and employee relations

The main difference is that a People Manager focuses on leading teams and managing employee performance, while an HR Coordinator supports HR functions and administrative tasks. Both roles require strong communication skills, but the People Manager has a broader leadership responsibility, whereas the HR Coordinator handles more operational support.

What cities near Raleigh, NC are hiring for People Manager jobs?

Cities near Raleigh, NC with the most People Manager job openings:

Infographic showing various People Manager job openings in Raleigh, NC as of August 2026, with employment types broken down into 93% Full Time, and 7% Part Time. Highlights an 86% In-person, 7% Hybrid, and 7% Remote job distribution, with an average salary of $57,863 per year, or $27.8 per hour.

Preferred Banking Performance Manager - Carolinas Region

Raleigh, NC • On-site

BofA Securities
See more jobs at BofA Securitiesexternal

Full-time

Posted 25 days ago

Job description

Job Description:

At Bank of America, we are guided by a common purpose to help make financial lives better through the power of every connection. We do this by driving Responsible Growth and delivering for our clients, teammates, communities and shareholders every day. Being a Great Place to Work and providing a culture of caring is core to how we drive Responsible Growth. We are intentional about fostering an inclusive workplace where every teammate has the opportunity to succeed, build a career and contribute to our shared success. This includes attracting and developing exceptional talent, recognizing and rewarding performance, and supporting our teammates' physical, emotional, and financial wellness through affordable, competitive and flexible benefits.We value the unique perspectives individuals bring from all backgrounds and career paths - whether shaped by military service, community college education, or a wide range of work and life experiences. These journeys foster resilience, leadership and innovation, strengthening our workforce and positively impact the communities we serve. Bank of America is committed to an in-office culture that supports collaboration, engagement, and career development. Our approach includes clear in-office expectations, while providing an appropriate level of flexibility based on role-specific responsibilities and business needs. At Bank of America, you can build a successful career with opportunities to learn, grow, and make an impact. Join us!

Job Description:
This job is responsible for driving market performance through strategic planning, client experience enhancement, and workforce optimization. Key responsibilities include analyzing client and associate trends, providing actionable feedback to Leaders, and supporting training initiatives to elevate brand representation and deepen client relationships. Job expectations include leveraging talent analytics to improve productivity, gathering insights to refine messaging and offerings, and implementing competitive performance plans that exceed market objectives.


Responsibilities:

  • Develops and implement competitive performance plans
  • Provides timely feedback on client experience and market strategy opportunities to drive continuous improvement
  • Analyzes client and associate trends to identify opportunities for deepening relationships and enhancing service delivery
  • Applies talent analytics to progress hiring, resource planning, performance management, and retention of top talent
  • Supports training and gather feedback to improve brand representation, messaging effectiveness, and overall client experience

Managerial Responsibilities:
This position may also have responsibilities for managing associates. At Bank of America, all managers at this level demonstrate the following responsibilities, in addition to those specific to the role, listed above.

  • Opportunity & Inclusion Champion: Models an inclusive environment for employees and clients, aligned to company Great Place to Work goals.
  • Manager of Process & Data: Demonstrates deep process knowledge, operational excellence and innovation through a focus on simplicity, data based decision making and continuous improvement.
  • Enterprise Advocate & Communicator: Communicates enterprise decisions, purpose, and results, and connects to team strategy, priorities and contributions.
  • Risk Manager: Ensures proper risk discipline, controls and culture are in place to identify, escalate and debate issues.
  • People Manager & Coach: Provides inspection, coaching and feedback to motivate, differentiate and improve performance.
  • Financial Steward: Actively manages expenses and budgets in alignment with objectives, making sound financial decisions.
  • Enterprise Talent Leader: Assesses talent and builds bench strength for roles across the organization.
  • Driver of Business Outcomes: Delivers results by effectively prioritizing, inspecting and appropriately delegating team work.

Skills:

  • Influence
  • Issue Management
  • Policies, Procedures, and Guidelines Management
  • Process Management
  • Risk Management
  • Business Operations Management
  • Customer and Client Focus
  • Decision Making
  • Executive Presence
  • Leadership Development
  • Business Continuity Management
  • Controls Management
  • Monitoring, Surveillance, and Testing
  • Problem Solving
  • Process Mapping

Minimum Education Requirement: High School Diploma / GED / Secondary School or equivalent

Shift:

1st shift (United States of America)

Hours Per Week: 

40

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