Senior HR Project Manager

Carrier; Carolina (NC); On-site; USD 110,000 - 150,000; Full time

Job summary

Carrier is seeking a proactive HR Project Manager to lead HR initiatives that improve how we attract, develop, engage, and retain talent. You will partner closely with HR leaders, business stakeholders, and centers of excellence to translate priorities into scalable programs with measurable results.

The ideal candidate will show strong project leadership, problem-solving, and the ability to use data to inform decisions in a fast-paced environment.

Qualifications

• Bachelor’s degree.
• 5+ years of experience in Human Resources, project management, program management, HR operations, or HR transformation.

Responsibilities

• Lead the planning, execution, governance, and evaluation of HR projects and programs aligned to business and talent priorities.
• Develop clear project plans, timelines, milestones, communication plans, and success measures to ensure initiatives are delivered on time and with measurable impact.
• Partner with HR Business Partners, Talent Acquisition, Talent Management, Total Rewards, HR Operations, HR Technology, Legal, Finance, and business leaders to design and implement solutions.
• Support programs related to workforce planning, recruiting, onboarding, employee engagement, career development, retention, manager capability, HR process improvement, and organizational change.
• Facilitate stakeholder engagement, decision-making, and issue resolution across multiple workstreams and levels of the organization.
• Prepare executive-ready updates, dashboards, and presentations that summarize progress, risks, decisions needed, and key metrics.
• Use HR data and analytics to identify trends, monitor program effectiveness, and recommend actions to improve outcomes.
• Drive change management activities, including stakeholder readiness, communication, training, feedback loops, and adoption tracking.
• Identify opportunities to simplify HR processes, improve employee and manager experience, and enable scalable ways of working.
• Maintain strong documentation, project governance, and follow-through to ensure accountability and sustainability of HR initiatives.

Skills

Project management

Stakeholder management

Analytical thinking

Change management

HR analytics

Communication

Education

Bachelor’s degree

Post-graduate degree

Tools

Workday

Job description

About the Role

We are seeking a proactive, collaborative, and results-oriented HR Project Manager to lead critical human resources initiatives that improve how we attract, develop, engage, and retain talent. This role will partner closely with HR leaders, business stakeholders, Centers of Excellence, and cross-functional teams to translate business priorities into well-executed HR programs, scalable processes, and measurable outcomes.

The ideal candidate is a strong project leader and problem solver who can manage multiple priorities in a fast-paced environment, use data to inform decisions, and build alignment across diverse stakeholders. This person will bring a practical understanding of HR programs, change management, process improvement, and employee experience. They will also be strategic and proactive in identifying and prioritizing new projects based on evolving business conditions, organizational needs, and opportunities to improve outcomes.

Key Responsibilities

• Lead the planning, execution, governance, and evaluation of HR projects and programs aligned to business and talent priorities.

• Develop clear project plans, timelines, milestones, communication plans, and success measures to ensure initiatives are delivered on time and with measurable impact.

• Partner with HR Business Partners, Talent Acquisition, Talent Management, Total Rewards, HR Operations, HR Technology, Legal, Finance, and business leaders to design and implement solutions.

• Support programs related to workforce planning, recruiting, onboarding, employee engagement, career development, retention, manager capability, HR process improvement, and organizational change.

• Facilitate stakeholder engagement, decision-making, and issue resolution across multiple workstreams and levels of the organization.

• Prepare executive-ready updates, dashboards, and presentations that summarize progress, risks, decisions needed, and key metrics.

• Use HR data and analytics to identify trends, monitor program effectiveness, and recommend actions to improve outcomes.

• Drive change management activities, including stakeholder readiness, communication, training, feedback loops, and adoption tracking.

• Identify opportunities to simplify HR processes, improve employee and manager experience, and enable scalable ways of working.

• Maintain strong documentation, project governance, and follow-through to ensure accountability and sustainability of HR initiatives.

Required Qualifications

• Bachelor’s degree.

• 5+ years of experience in Human Resources, project management, program management, HR operations, or HR transformation

Preferred Qualifications

• Post-graduate degree (complete or in-process).

• Project management certification or formal training, such as PMP, CAPM, Agile, Scrum, or Lean/Six Sigma.

• Experience with Workday or other HRIS platforms, case management tools, reporting dashboards, or HR analytics.

• Experience working in a matrixed, global, or multi-site organization.

• Demonstrated experience managing complex projects with multiple stakeholders, competing priorities, and defined deliverables.

• Strong understanding of HR processes and programs, such as talent acquisition, onboarding, employee engagement, performance management, talent development, total rewards, HR operations, or HR systems.

• Excellent written and verbal communication skills, including the ability to create clear presentations, status updates, and leadership-ready materials.

• Strong analytical, problem-solving, and organizational skills with attention to detail and follow-through.

• Ability to influence without authority, build trusted relationships, and drive alignment across functions and leadership levels.

• Comfortable operating in ambiguity and adapting quickly as priorities, timelines, or business needs evolve.