Chief People Officer Jobs in North Carolina
Chief People Officer jobs in North Carolina concentrate in financial services, healthcare systems, technology, and advanced manufacturing, with demand strongest at organizations scaling through growth or post-merger integration. Charlotte, Raleigh, and the Research Triangle lead hiring activity, where established employers like Bank of America, Duke University Health System, and Lenovo North America regularly seek senior HR executives to lead enterprise people strategy. The most in-demand specialties include total rewards transformation, organizational design, and workforce planning tied to large-scale talent acquisition. See the openings below and apply to the ones that match your experience.
Find Chief People Officer JobsOverview
Open roles26
Top employerPendo
Top cityCharlotte, NC
Cities hiring9
Work type60% On-site
Top industryTechnology
Showing 5 of 26+ Chief People Officer jobs
Manager, People & Development
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Added 1d ago
Ralph Lauren
Manager, People & Development
Kernersville, North Carolina
Added 1d ago
Substance Abuse Counselor, LCASA / LCAS -- Support People on Their Recovery Journey. (Non Exempt)
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Added 1d ago
Monarch NC
Substance Abuse Counselor, LCASA / LCAS -- Support People on Their Recovery Journey. (Non Exempt)
Lumberton, North Carolina
Added 1d ago
H
Site Leader & People Coach – Heroes Car Wash
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Added 2d ago
Heroes Express Car Wash
Site Leader & People Coach – Heroes Car Wash
Charlotte, North Carolina
Added 2d ago
People & Organization (HR) Advisor, Employee Relations Focused, Manufacturing
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Added 1w ago
Siemens
People & Organization (HR) Advisor, Employee Relations Focused, Manufacturing
Raleigh, North Carolina
Added 1w ago
Director of People Development
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Added 1w ago
Crowder Constructors Inc
Director of People Development
Charlotte, North Carolina
Added 1w ago
Added 1d ago
Manager, People & Development
Ralph Lauren·Kernersville, North Carolina
Job functions:
10,000+ employees
Job Description
Ref#: W178577
Department: Human Resources
City: Kernersville
State/Province: North Carolina
Location: United States
Company Description
Position Overview
Essential Duties & Responsibilities
Experience, Skills, and Knowledge
Department: Human Resources
City: Kernersville
State/Province: North Carolina
Location: United States
Company Description
Ralph Lauren Corporation (NYSE:RL) is a global leader in the design, marketing and distribution of premium lifestyle products in five categories: apparel, accessories, home, fragrances, and hospitality. For more than 50 years, Ralph Lauren's reputation and distinctive image have been consistently developed across an expanding number of products, brands and international markets. The Company's brand names, which include Ralph Lauren, Ralph Lauren Collection, Ralph Lauren Purple Label, Polo Ralph Lauren, Double RL, Lauren Ralph Lauren, Polo Ralph Lauren Children, Chaps, among others, constitute one of the world's most widely recognized families of consumer brands.
At Ralph Lauren, we unite and inspire the communities within our company as well as those in which we serve by amplifying voices and perspectives to create a culture of belonging, ensuring inclusion, and fairness for all. We foster a culture of inclusion through: Talent, Education & Communication, Employee Groups and Celebration.
At Ralph Lauren, we unite and inspire the communities within our company as well as those in which we serve by amplifying voices and perspectives to create a culture of belonging, ensuring inclusion, and fairness for all. We foster a culture of inclusion through: Talent, Education & Communication, Employee Groups and Celebration.
Position Overview
The Manager, People Business Partner, NC Campus role will be responsible for the management and execution of People & Development services, policies, and programs in support of the NC Campus teams at Ralph Lauren. This role serves as a trusted business partner to the functional Business Partners, the People & Development community, and the employee population. This role will professionally oversee the implementation of company and departmental P&D programs, talent management, employee relations and performance management for all assigned functional areas. This role is based on the NC Campus and will support frontline distribution center, contact center and corporate employees located in the Beechwood, NC66 and High Point Direct facilities. This role reports to the Head of People Business Partnerships, Global Logistics.
Essential Duties & Responsibilities
Strategic Business Partner
- Performs comprehensive P&D generalist functions ensuring alignment with business initiatives.
- Exhibits a strong customer-focused approach to support building alliances with management, in addition to consulting and developing strategies regarding talent, staffing, management and leadership programs and organization design and development to increase effectiveness and functionality as well as maintain a competitive advantage.
- Partners with Finance to ensure budget consistency and cooperation during corporate and departmental costing initiatives.
- Partners with business leaders and Finance on the fiscal strategy for the organization, supporting the activities and work to move the business forward.
- Oversees the maintenance of employee information, OTH and freelance trackers, and strategically manages requests for salary adjustments and new hire requisitions to align with existing budgets.
- Prepares and analyzes reports as needed, monitoring key activities, data and metrics
- Collaborates with internal P&D partners and develops strategic relationships with compensation, benefits and Global People Practices.
Employee Relations
- Advises and guides managers on employee relations issues in accordance with Company policy, best practices, and statutory requirements. This includes directions on corrective actions, performance improvement process, and termination to ensure appropriate steps and consistency.
- Conducts investigations in cooperation with Global People Practices when employee complaints or concerns are brought forth.
- Provides mediation for escalated employee issues.
- Oversees leaves of absence in partnership wi.th the Manager of Employee Rewards.
- Responds to questions pertaining to employee policies and procedures.
- Recognizes opportunities in communication and employee understanding and proactively implements processes, procedures, or tools to support the business.
Performance Management
- Leads performance management process, incorporating calibration sessions, talent reviews and salary planning, ensuring that deadlines are met, and information is communicated to employees in a timely manner once approvals are received.
- Encourages a high-performing culture that emphasizes empowerment, continuous improvement, quality, productivity and standards, goal attainment, and the recruitment and ongoing development of a dynamic workforce.
- Develops succession planning strategies with leaders and identifies, coaches, and develops high potential employees.
Talent Management
- Performs new hire orientations and exit interviews; facilitates on-boarding and separation processes; determines and makes recommendations regarding improvements based on feedback.
- Partners with the Talent Acquisition team to recruit and build a high performing and diverse team for the organization.
- Ensures that appropriate job descriptions are in place, and that the integrity of recruiting processes and standards for hiring remain at the highest level.
- Oversees on-boarding process and ensures on-boarding of new hires is consistent with Ralph Lauren policies and methodology.
- Actively engages in the internal recruitment process ensuring impactful feedback is delivered to support candidate development.
- Recognizes internal career paths for development, leveraging the Career Framework, and partners with key business members to encourage internal movement.
Employee Engagement
- Drives initiatives developed in Employee Survey Action Plans, aimed at creating, effectively managing, valuing, engaging, retaining, and leveraging a diverse workforce.
- Develops, administers, and maintains programs, procedures, and guidelines to help align the workforce with the strategic goals of the business.
- Assesses organization to determine gaps and identify training needs in conjunction with line managers, and plans appropriate activities against these needs, partnering with the Learning and Development team for the selection and contracting of internal and/or external programs and consultants, while managing costs within the budget.
- Implements and supports employee engagement activities.
General
- Other duties as assigned; essential duties may change depending on business needs.
- Development and maintenance of internal P&D team tools, Teams sites, and share drives.
Experience, Skills, and Knowledge
- Experience and a proven track record working as an HR Business Partner/HR Generalist in a related field preferred, with some experience in supporting frontline employee populations.
- Must have experience with all aspects of HR, including performance management, total Compensation, benefits management, employee relations, recruiting, change management, problem resolution, training, and organizational development.
- Knowledge of basic human resources laws, policies, processes, and programs to include FMLA, ADA, FLSA, HIPAA, OSHA, EEO, etc.
- Experience maintaining a positive employee relations environment.
- Strong presentation and communication skills.
- Be able to build and maintain effective working relationships across the organization as well as within the People Team.
- Must be able to prioritize and identify critical projects requiring immediate attention.
- Must maintain collaborative relationships and effectively communicate any concerns, status of projects and issues as they may occur to mitigate any operational risks.
- Must be able to always maintain a high level of confidentiality.
- Highly proficient in MS Office software, including Outlook, Excel, Word, Teams and Power Point.
- Must have the proven ability to follow policies and procedures consistently and independently; written and verbal instruction and meet required schedules and/or deadlines.
- Must have a working knowledge of Human Resources Information Systems (HRIS) – Workday preferred.
- Familiarity with the time keeping system (Kronos) is preferred
Ralph Lauren
Manager, People & Development
Kernersville, North Carolina
Added 1d ago10,000+ employees
Job functions:
Job Description
Ref#: W178577
Department: Human Resources
City: Kernersville
State/Province: North Carolina
Location: United States
Company Description
Position Overview
Essential Duties & Responsibilities
Experience, Skills, and Knowledge
Department: Human Resources
City: Kernersville
State/Province: North Carolina
Location: United States
Company Description
Ralph Lauren Corporation (NYSE:RL) is a global leader in the design, marketing and distribution of premium lifestyle products in five categories: apparel, accessories, home, fragrances, and hospitality. For more than 50 years, Ralph Lauren's reputation and distinctive image have been consistently developed across an expanding number of products, brands and international markets. The Company's brand names, which include Ralph Lauren, Ralph Lauren Collection, Ralph Lauren Purple Label, Polo Ralph Lauren, Double RL, Lauren Ralph Lauren, Polo Ralph Lauren Children, Chaps, among others, constitute one of the world's most widely recognized families of consumer brands.
At Ralph Lauren, we unite and inspire the communities within our company as well as those in which we serve by amplifying voices and perspectives to create a culture of belonging, ensuring inclusion, and fairness for all. We foster a culture of inclusion through: Talent, Education & Communication, Employee Groups and Celebration.
At Ralph Lauren, we unite and inspire the communities within our company as well as those in which we serve by amplifying voices and perspectives to create a culture of belonging, ensuring inclusion, and fairness for all. We foster a culture of inclusion through: Talent, Education & Communication, Employee Groups and Celebration.
Position Overview
The Manager, People Business Partner, NC Campus role will be responsible for the management and execution of People & Development services, policies, and programs in support of the NC Campus teams at Ralph Lauren. This role serves as a trusted business partner to the functional Business Partners, the People & Development community, and the employee population. This role will professionally oversee the implementation of company and departmental P&D programs, talent management, employee relations and performance management for all assigned functional areas. This role is based on the NC Campus and will support frontline distribution center, contact center and corporate employees located in the Beechwood, NC66 and High Point Direct facilities. This role reports to the Head of People Business Partnerships, Global Logistics.
Essential Duties & Responsibilities
Strategic Business Partner
- Performs comprehensive P&D generalist functions ensuring alignment with business initiatives.
- Exhibits a strong customer-focused approach to support building alliances with management, in addition to consulting and developing strategies regarding talent, staffing, management and leadership programs and organization design and development to increase effectiveness and functionality as well as maintain a competitive advantage.
- Partners with Finance to ensure budget consistency and cooperation during corporate and departmental costing initiatives.
- Partners with business leaders and Finance on the fiscal strategy for the organization, supporting the activities and work to move the business forward.
- Oversees the maintenance of employee information, OTH and freelance trackers, and strategically manages requests for salary adjustments and new hire requisitions to align with existing budgets.
- Prepares and analyzes reports as needed, monitoring key activities, data and metrics
- Collaborates with internal P&D partners and develops strategic relationships with compensation, benefits and Global People Practices.
Employee Relations
- Advises and guides managers on employee relations issues in accordance with Company policy, best practices, and statutory requirements. This includes directions on corrective actions, performance improvement process, and termination to ensure appropriate steps and consistency.
- Conducts investigations in cooperation with Global People Practices when employee complaints or concerns are brought forth.
- Provides mediation for escalated employee issues.
- Oversees leaves of absence in partnership wi.th the Manager of Employee Rewards.
- Responds to questions pertaining to employee policies and procedures.
- Recognizes opportunities in communication and employee understanding and proactively implements processes, procedures, or tools to support the business.
Performance Management
- Leads performance management process, incorporating calibration sessions, talent reviews and salary planning, ensuring that deadlines are met, and information is communicated to employees in a timely manner once approvals are received.
- Encourages a high-performing culture that emphasizes empowerment, continuous improvement, quality, productivity and standards, goal attainment, and the recruitment and ongoing development of a dynamic workforce.
- Develops succession planning strategies with leaders and identifies, coaches, and develops high potential employees.
Talent Management
- Performs new hire orientations and exit interviews; facilitates on-boarding and separation processes; determines and makes recommendations regarding improvements based on feedback.
- Partners with the Talent Acquisition team to recruit and build a high performing and diverse team for the organization.
- Ensures that appropriate job descriptions are in place, and that the integrity of recruiting processes and standards for hiring remain at the highest level.
- Oversees on-boarding process and ensures on-boarding of new hires is consistent with Ralph Lauren policies and methodology.
- Actively engages in the internal recruitment process ensuring impactful feedback is delivered to support candidate development.
- Recognizes internal career paths for development, leveraging the Career Framework, and partners with key business members to encourage internal movement.
Employee Engagement
- Drives initiatives developed in Employee Survey Action Plans, aimed at creating, effectively managing, valuing, engaging, retaining, and leveraging a diverse workforce.
- Develops, administers, and maintains programs, procedures, and guidelines to help align the workforce with the strategic goals of the business.
- Assesses organization to determine gaps and identify training needs in conjunction with line managers, and plans appropriate activities against these needs, partnering with the Learning and Development team for the selection and contracting of internal and/or external programs and consultants, while managing costs within the budget.
- Implements and supports employee engagement activities.
General
- Other duties as assigned; essential duties may change depending on business needs.
- Development and maintenance of internal P&D team tools, Teams sites, and share drives.
Experience, Skills, and Knowledge
- Experience and a proven track record working as an HR Business Partner/HR Generalist in a related field preferred, with some experience in supporting frontline employee populations.
- Must have experience with all aspects of HR, including performance management, total Compensation, benefits management, employee relations, recruiting, change management, problem resolution, training, and organizational development.
- Knowledge of basic human resources laws, policies, processes, and programs to include FMLA, ADA, FLSA, HIPAA, OSHA, EEO, etc.
- Experience maintaining a positive employee relations environment.
- Strong presentation and communication skills.
- Be able to build and maintain effective working relationships across the organization as well as within the People Team.
- Must be able to prioritize and identify critical projects requiring immediate attention.
- Must maintain collaborative relationships and effectively communicate any concerns, status of projects and issues as they may occur to mitigate any operational risks.
- Must be able to always maintain a high level of confidentiality.
- Highly proficient in MS Office software, including Outlook, Excel, Word, Teams and Power Point.
- Must have the proven ability to follow policies and procedures consistently and independently; written and verbal instruction and meet required schedules and/or deadlines.
- Must have a working knowledge of Human Resources Information Systems (HRIS) – Workday preferred.
- Familiarity with the time keeping system (Kronos) is preferred
See All 26 Chief People Officer Jobs in North Carolina
Find roles in North Carolina that match your experience and apply in just a few clicks.
Find Chief People Officer JobsChief People Officer Jobs by City in North Carolina
Where North Carolina roles are concentrated, by current openings.
Charlotte
7 jobsRaleigh
6 jobsGreensboro
3 jobsLumberton
2 jobsWinston-Salem
2 jobsResearch Triangle Park
2 jobsAsheville
1 jobChapel Hill
1 jobKernersville
1 jobChief People Officer Job Market in North Carolina
A snapshot from current North Carolina openings, updated as new roles post.
Who's Hiring
Top Industries Hiring
- Technology & Software
What North Carolina Employers Look For
The qualifications that appear most often in chief people officer jobs across North Carolina.
- Bachelor's degree in human resources, business administration, or a closely related field required
- Fifteen or more years of progressive HR leadership experience including executive-level people strategy
- Proven experience leading enterprise-wide organizational change, talent development, and culture initiatives
- SHRM-SCP or SPHR certification strongly preferred by most North Carolina employers
- Experience partnering with boards, CEOs, and senior leadership on workforce and compensation planning
- Working knowledge of North Carolina employment law, EEOC compliance, and multi-state HR operations
Chief People Officer Jobs in North Carolina: Frequently Asked Questions
How do you become a chief people officer in North Carolina?
Most chief people officers in North Carolina reach the role after a progression through HR generalist, HR business partner, and VP of Human Resources positions, typically at mid-to-large North Carolina employers in healthcare, financial services, or technology. No state-issued license is required, but earning the SHRM-SCP or SPHR credential significantly strengthens candidacy. A graduate degree in human resources, organizational development, or business administration is increasingly common among candidates who advance to the CPO level in this state.
Which companies hire chief people officers in North Carolina?
Employers hiring chief people officers in North Carolina right now include Pendo, FujiFilm, and Volvo, based on current listings on Migrate Mate as of July 2026. North Carolina's concentration of large financial services headquarters, major health systems, and global technology firms means CPO openings tend to surface at organizations with several thousand employees and complex, multi-site workforces.
Which North Carolina cities have the most chief people officer jobs?
Charlotte, Raleigh, and Greensboro account for the largest share of chief people officer openings in North Carolina. Charlotte's density of financial services and corporate headquarters drives demand in the western part of the state, while Raleigh and Durham benefit from the Research Triangle's technology, life sciences, and university anchor institutions, producing a steady pipeline of CPO searches at both growth-stage companies and established enterprises.
Are there remote chief people officer jobs in North Carolina?
Yes, and more than many executive roles, since much of the work involves strategy, communication, and cross-functional leadership that can operate effectively without a daily on-site presence. About 40% of chief people officer openings tied to North Carolina are remote or hybrid as of July 2026, though boards and CEOs often prefer some in-office presence for a role this senior. Compensation philosophy, organizational design, and executive coaching work are the functions most commonly performed remotely.
How can I get hired as a chief people officer in North Carolina with little or no experience?
The most realistic path for candidates without CPO experience is building a strong VP or director-level HR record at a recognized North Carolina employer, then positioning for a CPO role at a smaller or growth-stage company. Large North Carolina health systems and financial institutions like Novant Health and Truist often develop internal HR leaders through structured leadership rotations. Earning the SHRM-SCP, completing an executive education program at a North Carolina business school, and accumulating board-facing project experience all strengthen a first-time CPO candidacy.
Where can I find and apply to chief people officer jobs in North Carolina?
You can find and apply to chief people officer jobs in North Carolina on Migrate Mate, which lists current openings tied to this role and state. Search the available roles, identify the ones that match your background and target industry, and apply directly to the positions that fit.
See All 26 Chief People Officer Jobs in North Carolina
Find roles in North Carolina that match your experience and apply in just a few clicks.
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