50+ HR & Recruiting Jobs in Raleigh, NC

Observed government wage data for local human resources specialists shows $74,170 median pay and $80,820 mean pay in Raleigh-Cary, with the 25th to 75th percentile running from $60,070 to $97,670. Current sampled postings center on about $75k to $100k, and Revelio Public Labor Statistics shows a statewide mean offered salary on new HR openings of about $89,221 in September 2026 (n=1,149).

Full September 2026 market report

Advertised pay

Across the 30 openings that disclose pay, the advertised range midpoint runs $65,625 at the 25th percentile, $89,250 at the median and $108,750 at the 75th. These are advertised ranges, not earned pay.

Active openings as of October 17, 2026

Senior roles | Entry level | Remote | Posted this week

Live from the Callings.ai index of over 13 million postings, refreshed hourly and re-checked here nightly. Roles that close are dropped at the next refresh.

Showing 30 of 69 openings.

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What our analysts see this month

Competitive market | next 3-6 months

Raleigh-Cary is a workable but selective market for HR, recruiting, and people operations roles right now. Metro unemployment was 3.1% in August, total nonfarm employment was up 2.2338% year over year, and professional and business services employment was up 2.9566%, so the local economy is still adding the kinds of office jobs that support HR teams. For the occupation itself, Revelio Public Labor Statistics shows North Carolina human resources, recruiting, and people operations employment up 1.8% and active postings up 2.0% year over year in September. The catch is that the local posting mix is not broad at the entry level: about 15% of sampled openings were entry roles, while about 50% were mid-level.

Best positioned: Mid-career candidates who can show applicant tracking systems, data analysis, full-cycle recruiting, interviewing, sourcing, and LinkedIn Recruiter usage should have the best odds.

Main caution: Do not assume this is a remote-heavy recruiter market; about 50% of sampled roles were on-site, about 30% hybrid, and about 20% remote.

From the September 2026 market report

Who is hiring here

Counted across all 69 openings in this market. 10 of the employers below are hiring for more than one role right now.

1. Syneos Health, Inc.: 3 open roles
2. Worldwide: 3 open roles
3. Clorox Company: 2 open roles
4. Compucom: 2 open roles
5. FlyExclusive, LLC: 2 open roles
6. IQVIA Inc: 2 open roles
7. Lanedds: 2 open roles
8. Lenovo Inc.: 2 open roles
9. Mackay Communications, Inc.: 2 open roles
10. MMS Holdings Inc.: 2 open roles

Where the openings are

• Raleigh: 34
• Durham: 9
• Morrisville: 4
• Angier: 1
• Wendell: 1
• Knightdale: 1
• Oakland: 1
• Clayton: 1

Work arrangement

on-site 29 (43%), remote 20 (29%), hybrid 19 (28%)

Where the demand is

Real opportunity is concentrated by employer type more than by one giant buyer. The local sample was fragmented across employers, with more than 75 postings spread across more than 50 companies over the last 90 days rather than being dominated by one firm. The most active industry buckets were software development at about 25%, insurance at about 20%, hospitals and health care at about 15%, finance & accounting at about 10%, and electrical equipment manufacturing at about 10%. That mix matters because it favors HR candidates who can speak the language of regulated hiring, professional staffing, or operational scaling. Named active employers in the recent sample included Ralliant, AO Garcia Agency, Epic, MyEyeDr, Employer.com, USI, Teleflex, and Wolfspeed, while North Carolina State University and Whitley Recruiting Partners also signaled ongoing HR or recruiting activity in the broader market.

• Software and product-led employers (high): Software development accounted for about 25% of sampled local HR postings, and named employers in the sample included Epic and Employer.com.
• Insurance and healthcare (high): Insurance made up about 20% of sampled postings and hospitals and health care about 15%, which supports recruiters, HR generalists, and people-ops candidates who can handle regulated or high-volume environments.
• University and recruiting-services ecosystem (moderate): North Carolina State University is among the notable regional institutions with active HR operations, and Raleigh-based Whitley Recruiting Partners added a Managing Director for Talent Partnerships as part of expansion.

Where to focus: Prioritize software, insurance, healthcare, university, and advanced-manufacturing employers where hiring complexity is high enough to justify stronger internal HR capability.

Roles worth searching next

• Payroll specialist or payroll analyst: It is a practical bridge for HR operations candidates who already handle employee records, onboarding, benefits coordination, or compliance handoffs.
• HRIS or business systems analyst: This is a strong pivot for people-ops candidates who like process, reporting, systems ownership, and workflow improvement more than traditional employee-facing HR work.
• Operations coordinator or business operations specialist: Many HR skills transfer cleanly into cross-functional process work, especially scheduling, documentation, reporting, and stakeholder support.
• Customer success or implementation specialist at an HR tech vendor: Recruiting, HR operations, and ATS experience translate well into supporting employers that buy HR software.

What postings ask for

• Applicant tracking systems (table_stakes | immediate): Applicant tracking systems appeared in about 20% of sampled local postings, making them baseline screening language rather than a bonus skill. Who: Everyone, especially entry-level and career-switching candidates.
• Full-cycle recruiting (table_stakes | immediate): Full-cycle recruiting showed up in about 15% of sampled postings, which tells you employers want people who can own more than sourcing alone. Who: Recruiters, talent acquisition specialists, and agency candidates moving in-house.
• Data analysis (differentiator | immediate): Data analysis appeared in about 15% of sampled local postings, and it helps you compete for HRBP, people-ops, and recruiting-ops work rather than only coordinator roles. Who: Mid-career HR candidates and switchers from operations, analytics, or customer-facing roles.
• LinkedIn Recruiter (differentiator | near-term): LinkedIn Recruiter was cited in about 15% of sampled postings, making it a clear proof point for sourcing-heavy roles. Who: Talent acquisition candidates and agency recruiters.
• SHRM-SCP / SPHR / PHR (differentiator | near-term): No single HR certification dominated local hiring, but SHRM-SCP, SPHR, and PHR each appeared among the most commonly required certifications at about 5% of sampled postings. Who: Mid-career HR generalists, HRBPs, and candidates trying to formalize experience for a step up.
• Systems and resource management (premium | near-term): SHRM reported that 80% of surveyed HR professionals saw the greatest candidate shortage in systems and resource management skills such as judgment, decision-making, complex problem-solving, and time management. Who: Anyone targeting HRBP, people-ops, or managerial paths.

Questions about this market

What do Human Resources, Recruiting & People Operations roles pay in Raleigh-Cary, NC?

Observed government wage data for local human resources specialists shows $74,170 median pay and $80,820 mean pay in Raleigh-Cary, with the 25th to 75th percentile running from $60,070 to $97,670. Current sampled postings center on about $75k to $100k, and Revelio Public Labor Statistics shows a statewide mean offered salary on new HR openings of about $89,221 in September 2026 (n=1,149). This is a market where experienced HR professionals can earn solid middle-class pay, but the jump into clearly high compensation usually comes from management scope, hard-to-find specialization, or working inside larger employers with more complex people operations.

Where is demand for Human Resources, Recruiting & People Operations roles in Raleigh-Cary, NC concentrated?

Real opportunity is concentrated by employer type more than by one giant buyer. The local sample was fragmented across employers, with more than 75 postings spread across more than 50 companies over the last 90 days rather than being dominated by one firm. The most active industry buckets were software development at about 25%, insurance at about 20%, hospitals and health care at about 15%, finance & accounting at about 10%, and electrical equipment manufacturing at about 10%. That mix matters because it favors HR candidates who can speak the language of regulated hiring, professional staffing, or operational scaling. Named active employers in the recent sample included Ralliant, AO Garcia Agency, Epic, MyEyeDr, Employer.com, USI, Teleflex, and Wolfspeed, while North Carolina State University and Whitley Recruiting Partners also signaled ongoing HR or recruiting activity in the broader market.

Which employers are hiring the most Human Resources, Recruiting & People Operations talent in Raleigh-Cary, NC?

Recent postings show the most activity from Ralliant (5 postings), AO Garcia Agency (5 postings), Epic (5 postings). See the full market report for the complete employer landscape.

Can Human Resources, Recruiting & People Operations roles in Raleigh-Cary, NC be done remotely?

Of recent postings, 20% are remote and 30% hybrid, with 50% on-site. Use the Remote filter above to see only remote openings.

How current are these listings?

Openings come from the Callings.ai live index of over 13 million jobs, refreshed hourly. This page searches postings from the last 30 days; run the search yourself to filter by anything else in plain language.

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