Top Remote HR Manager Jobs

The Senior Manager, HR Compliance is responsible for developing and executing a compliance framework across the Americas, managing immigration and global mobility programs, and ensuring adherence to applicable laws and regulations while fostering a culture of compliance within the organization.

Own Vizit’s end-to-end people function, including recruiting, payroll, benefits administration, multi-state compliance, onboarding and offboarding, employee relations, performance support, compensation inputs, and HR documentation. The role partners with executives and managers, administers payroll and benefits in Gusto, fills roles independently, builds HR processes, and maintains accurate employee records and compliance infrastructure.

Supports HR activities throughout mergers and acquisitions, including due diligence, Day 1 readiness, employee transitions, integration planning, workforce changes, compliance, change management, and post-close execution. Coordinates workstreams, tracks milestones, prepares reports and communications, manages confidential information, and collaborates with HR, Legal, Finance, IT, and business stakeholders. Maintains M&A playbooks, project tools, checklists, and lessons learned to improve future integration processes.

Leads Workday HR transformation initiatives by governing enhancement intake, prioritization, roadmaps, and delivery. Combines project management and business analysis to elicit requirements, map processes, assess impacts, design scalable Workday solutions, and coordinate testing and deployment. Partners with HR, IT, and senior stakeholders, manages risks and dependencies, and drives adoption and measurable business value. Workday configuration expertise is essential, with Talent Management and Talent Acquisition experience preferred.

Leads Workday implementation, configuration, solution design, governance, integrations, reporting, data validation, testing, and post-go-live support. Partners with HR, IT, Finance, and business leaders to translate requirements into scalable solutions, establish HRIS governance and support models, ensure data integrity and compliance, and manage complex global initiatives. Drives automation, process optimization, documentation, stakeholder alignment, and sustainable HR technology operations.

Owns the end-to-end HR function for a distributed U.S. and New Zealand organization. Responsibilities include HR strategy, employee lifecycle processes, payroll oversight, HRIS selection and implementation, policies, internal controls, compliance, employee relations, performance management, compensation, benefits, recruiting, and onboarding. The role partners closely with the CFO, executives, managers, Finance, external counsel, vendors, and New Zealand HR support to build a scalable HR operating model.

Leads indirect procurement category strategy, strategic sourcing, supplier negotiations, workforce and HR services procurement, cost savings, supplier performance, and procurement governance. Manages categories including contingent labor, MSPs, VMS, RPO, employee benefits, learning and development, and HR services. Partners with executive HR stakeholders, Legal, Finance, and Compliance, supervises procurement staff, and uses digital procurement and analytics tools to improve business value.

Owns day-to-day People Operations for a global workforce across the US, Canada, and India. Responsibilities include HRIS management, payroll and benefits administration, onboarding and offboarding, compliance, recruiting workflows, employee relations, leave administration, performance review cycles, and HR reporting. The role also supports managers with coaching and progressive discipline, maintains policies and personnel records, and requires up to 15% travel.

Leads core HR functions and partners with leadership on workforce strategy, talent acquisition, employee relations, performance management, compensation, benefits, payroll compliance, HR policies, engagement, HRIS administration, reporting, and people analytics. Oversees recruitment, onboarding, investigations, employee records, and organizational culture initiatives while ensuring compliance with employment laws.

Lead Yahoo’s HR project portfolio across M&A, Total Rewards, and enterprise transformations. Manage people-side M&A from due diligence through post-close integration, maintain portfolio governance, prepare executive communications, facilitate leadership decisions, and drive change management and adoption. Use AI tools to improve project workflows, reporting, synthesis, and artifact creation while maintaining confidentiality and compliance.

Manage eDiscovery cases by coordinating operational workflows for data intake, culling, processing, hosting, and production. Create work orders, monitor work queues, perform quality checks, communicate scope and deadlines, support process improvements, and manage stakeholder expectations. The role requires Relativity experience, eDiscovery knowledge, strong project management and analytical skills, and flexibility for a four-day, 10-hour schedule that may include weekends and on-call work.

Leads and scales the HR Engineering team supporting Workday and related HR applications. Provides technical and functional mentorship, oversees Workday operations, drives automation, upgrades, process improvements, testing, and implementations. Partners with stakeholders, security teams, vendors, and geographically distributed teams to deliver secure, scalable HR technology solutions. Manages vendor RFPs and relationships while coordinating technical projects and continuous improvement initiatives.

Partners with business and sales leaders to execute talent strategies, workforce planning, organizational effectiveness, performance management, employee engagement, retention, and change initiatives. Advises and coaches leaders on employee relations, team effectiveness, talent development, and organizational dynamics. Uses workforce data to identify trends and recommend actions, supports hiring and onboarding, facilitates talent reviews, and contributes to organizational design and compensation initiatives.

Own the full HR function, including end-to-end hiring for specialist and leadership roles, talent retention, onboarding, HR operations, compliance, performance cycles, compensation planning, culture initiatives, and employee grievance resolution. Build scalable people systems, maintain documentation, strengthen employer branding, and partner closely with leadership in a fast-growing, distributed organization.

Provides fractional HR leadership and consulting to multiple Christian mission and church clients. Responsibilities include HR audits, strategic planning, HR program design, recruiting, onboarding, compensation, benefits, engagement, performance management, compliance, training, employee relations, HRIS implementation, executive coaching, and support across U.S. states and international missions.

The Human Resources Manager serves as a strategic HR partner for administrative departments, supporting recruitment, onboarding, development, performance management, employee relations, compliance, benefits coordination, and offboarding. The role advises leaders and employees, conducts investigations, leads orientation and HR initiatives, maintains Workday records, improves HR processes, and ensures consistent policy application while aligning HR strategies with firm objectives.

Serve as primary HR contact for startup clients, managing HR operations, compliance, payroll/benefits coordination, onboarding/offboarding, policy and contract drafting, employee relations investigations, insurance oversight, regulatory reporting, and preparing HR reports and audit files. Provide client-facing guidance on employment law and multi-jurisdictional compliance and support special compliance projects.

Owns the enterprise technology ecosystem supporting HR and Legal, including BambooHR stabilization, HCM strategy, legal technology, integrations, governance, SaaS lifecycle management, AI and automation initiatives. Partners with functional and technology leaders to translate business needs into scalable roadmaps, improve data and system integrity, manage vendors, and oversee application health, security, supportability, and continuous improvement.

Serve as HR business partner for West Coast Studio Operations, leading employee relations, onboarding, performance management, talent attraction, manager coaching, workforce planning, and HR projects. Provide guidance on policy, investigations, union matters, and design action plans to improve culture and operations across corporate and production teams.

Manage HRIS data integrity, employee lifecycle transactions, US benefits administration, vendor reconciliations, compliance, reporting, and employee inquiries. Use AI tools and automation to improve HR workflows, reporting, and self-service. Partner with Payroll, Benefits, IT, and People teams to resolve discrepancies, document procedures, and protect confidential employee information.

Manages HR data, analytics, reporting, dashboards, pipelines, integrations, and automation. Supports compensation, performance management, workforce planning, HRIS maintenance, and employee listening initiatives. Builds data models and AI integrations, audits data integrity, develops actionable insights, and presents findings to HR and executive leadership. Requires strong compensation expertise, advanced Excel, HRIS and BI experience, scripting, data modeling, and handling confidential information.

Leads large-scale HRMS modernization and implementation programs from planning through stabilization. Manages PMO governance, schedules, budgets, resources, risks, stakeholders, vendors, HR system integration, data migration, testing, go-live, change management, training, and adoption. Ensures alignment with business objectives, federal regulations, privacy requirements, FedRAMP, and cybersecurity standards while coordinating HR, payroll, IT, executives, and implementation partners.

Manages HR systems strategy, administration, optimization, integrations, data integrity, governance, reporting, and analytics. Partners with HR, IT, Finance, and business leaders to translate requirements into system solutions, improve workflows, support upgrades, and evaluate AI-enabled tools. Serves as the HR technology subject matter expert and may mentor others without formal supervisory responsibility.

Manages day-to-day HR operations, personnel leadership, employee relations, performance management, compliance, engagement, workforce analytics, and HR initiatives. Partners with executives and managers, supports federal contractor employment requirements, oversees HR systems and reporting, guides employee lifecycle processes, and leads compliance, workforce planning, and organizational development activities.

Owns the HR technology platform strategy, roadmap, governance, reliability, releases, integrations, and continuous improvement. Leads enterprise HCM initiatives from discovery through deployment and stabilization, manages platform budgets and vendors, and establishes scalable practices for testing, change control, support, and adoption. Partners across HR, Technology, Finance, Risk, and external providers while leading teams and applying responsible AI automation to improve HR services and employee experience.