Top HR Jobs in Atlanta, GA

Leads recruiting operations by owning Greenhouse, the recruiting technology ecosystem, integrations, workflows, reporting, analytics, and process optimization. Builds AI-powered automation, dashboards, training, and enablement programs for recruiting teams and hiring stakeholders. Manages vendor relationships and partners with Legal, Finance, Procurement, and senior leadership to improve compliance, data quality, efficiency, and candidate experience. The role is hybrid, requiring two days per week in the Atlanta office.

Partners with studio operations leaders and employees on employee relations, HR policies, staffing, compensation, performance management, workforce planning, talent development, and organizational effectiveness. Leads complex investigations, supports represented and non-represented employees, coaches managers, drives recruitment and engagement initiatives, and contributes to strategic HR projects in a highly matrixed studio environment.

Provides outsourced HR advisory and operational support to clients, including employment compliance, handbooks and policies, employee lifecycle processes, benefits administration, employee relations, and performance management. Manages smaller client engagements, coordinates deliverables, researches employment requirements, communicates HR guidance, and escalates complex issues. Contributes to internal HR tools, templates, and process improvements while maintaining current knowledge of employment trends.

Supports employee benefits, HRIS, payroll quality control, leave administration, workers’ compensation, vendor reconciliation, reporting, and HR service operations. The role maintains accurate employee data, troubleshoots HR systems and integrations, audits payroll and benefits transactions, supports open enrollment, coordinates vendors, and contributes to system implementations and process improvements. It also assists employees and HR partners with benefits, payroll, and HR technology questions while ensuring confidentiality, compliance, and timely issue resolution.

Partners with business leaders to develop people strategies, manage performance and employee relations, support talent and succession planning, guide organizational change, and lead strategic HR initiatives. The role uses business and HR insights to identify workforce risks, coach leaders, resolve sensitive issues, and improve organizational effectiveness across assigned business units.

Serve as the hands-on HR lead for the US entity, managing HR operations, multi-state employment compliance, employee relations, benefits, payroll inputs, employee lifecycle processes, policies, and HRIS administration. Partner with managers, employees, payroll, HR operations, and senior HR leaders in an international, matrixed organization. Support performance, talent initiatives, organizational change, and acquisitions while maintaining accurate, confidential, and compliant HR practices.

Manage full-cycle recruiting for hospitality, technical, and corporate roles, including sourcing, screening, interviewing, references, offers, and onboarding. Partner with hiring managers on workforce planning and talent pipelines, track recruiting metrics, administer ATS and HRIS systems, use digital and AI-enabled sourcing tools, support employer branding, and assist with employee relations, internal mobility, and labor compliance.

Manages plant-level human resources programs, employee relations, recruiting, onboarding, training, compensation, compliance, affirmative action, workers’ compensation, and employee development. Advises plant leaders and managers on HR policies and employment laws, supervises HR staff, supports workforce planning, and ensures consistent application of company policies. The role requires at least five years of HR generalist experience, with manufacturing or distribution experience preferred, and travel up to 20%.

Serves as the strategic HR partner for the Chicago studio, overseeing the full employee lifecycle from recruitment and onboarding through development, performance, retention, and offboarding. Leads HR operations, talent acquisition, learning program execution, employee relations, workforce planning, compliance, HRIS data management, and reporting. Advises studio leadership, supports inclusive culture initiatives, manages employer branding, and uses people analytics to guide organizational decisions.

Partners with senior leaders to shape talent strategy, organizational effectiveness, workforce planning, change management, and high-performing team development. Designs organizational structures and operating models, identifies talent and capability gaps, uses workforce insights to improve retention, and aligns hiring, succession, and talent investments with business objectives. Supports AI-focused engineering studios through growth, transformation, and scalable people solutions.

The Human Resources Generalist administers HR programs across employee relations, benefits, compliance, payroll support, training, performance management, investigations, and onboarding. The role develops and applies policies, ensures compliance with employment laws, manages HRIS data and reports, supports engagement initiatives, and partners with managers and HR teams to achieve business goals.

Coordinates employee onboarding, recruiting administration, candidate documentation, background checks, orientations, job postings, ATS records, and recruiting reports. Schedules and tracks technician training, maintains completion records, follows up on outstanding requirements, and supports employees, recruiters, HR partners, managers, and branch leadership. The role requires strong organization, communication, attention to detail, follow-through, and adaptability in a fast-paced environment.

Administers and enhances Workday and related HR systems supporting payroll, benefits, onboarding, integrations, reporting, and data integrity. Configures and tests system updates, maintains HRIS-to-ERP data flows, reconciles vendors, develops reports and training materials, and supports HR users. Partners with HR, payroll, benefits, IT, and management to align system functionality with business needs.

Provides administrative and operational support to HR and Recruiting teams by coordinating pre-employment screenings, background checks, drug tests, MVRs, onboarding, interview scheduling, offer documentation, employee records, HRIS and ATS data, reporting, and routine inquiries. Ensures timely, accurate, and compliant hiring processes while communicating with candidates, recruiters, and hiring managers and supporting HR projects and process improvements.

Provides broad HR support, including personnel transactions, recruitment, benefits administration, training, performance programs, employee relations, compliance, reporting, and records management. Advises employees and management on HR policies and procedures, maintains confidentiality, conducts research, and supports staffing and organizational initiatives.

Human Resources intern supporting analyses, recommendations, functional projects, process improvements, research, and special initiatives. The role involves identifying data inconsistencies, communicating issues and roadblocks, following established procedures, and presenting findings to management. Interns may receive mentorship, assist junior support personnel, and work across business functions. Overnight travel is typically less than 10% of the time.

Serves as a trusted HR partner to regional leaders and employees, supporting workforce planning, recruiting, onboarding, employee relations, performance management, talent development, succession planning, engagement, retention, leave administration, workers’ compensation, HR systems, compliance, and organizational effectiveness. Uses HR metrics to identify workforce challenges and recommends practical solutions while coaching managers and supporting HR initiatives across assigned locations.

Provides HR guidance on compensation, benefits, employee relations, compliance, onboarding, offboarding, classification, audits, HRIS administration, leave and claims processes, retirement plan administration, and performance initiatives. Advises leaders on employee performance and policy interpretation while ensuring compliance with EEOC, FMLA, ADA, SAFE Act, and Department of Labor requirements. Maintains confidential records, supports HR projects, and delivers service to internal clients and team members.

Coordinates recruiting and hiring activities, including job postings, candidate screening, interview scheduling, candidate communications, offer letters, and pre-employment requirements. Supports onboarding, background checks, drug testing, E-Verify, HRIS updates, recordkeeping, compliance, benefits, leave, employee relations, performance management, training, and process improvements. Maintains accurate applicant and employee records while responding to inquiries and supporting HR initiatives.

Supports transactional HR processes across the employee lifecycle, including background checks, onboarding, Workday updates, organizational and compensation changes, offboarding, employee inquiries, and HR administrative support. Partners with HR Business Partners and Centers of Excellence while handling confidential information, supporting process improvements, and maintaining accurate and timely employee records.

Supports HR operations across the employee lifecycle, including background checks, onboarding, Workday employee and organizational updates, offboarding, employee inquiries, HR team support, and process improvement initiatives. The role requires strong organization, communication, confidentiality, attention to detail, and customer service while managing transactional HR processes and changing priorities.

Supports HR operations focused on co-op and intern recruitment, onboarding, engagement, and communications. Responsibilities include coordinating job postings, resume screening, interviews, career fairs, applicant management, drug testing, orientation logistics, training and social events, leadership networking, newsletters, and recruitment branding across Handshake and LinkedIn. The role requires organization, communication, confidentiality, teamwork, and basic office software skills, with Canva experience preferred.

Supports the full employee lifecycle for distribution center and facilities employees. Advises leaders and employees on employee relations, performance management, staffing, compensation, training, compliance, and HR processes. Conducts investigations, resolves grievances, coaches leaders, analyzes workforce trends, improves HR programs, and manages onboarding, counseling, and termination processes in Workday. The role is onsite in Atlanta and requires up to 20% travel.

Supervises regional HR staff and oversees recruitment, staffing, employee relations, training, compensation, benefits, personnel transactions, and HR operations. Partners with agency leadership on workforce strategies, policies, compliance, employee engagement, and organizational effectiveness. Analyzes workforce and operational data, monitors performance reports, facilitates presentations, and supports multiple projects while traveling in-state as needed.

Participate in a two-year Human Resources Development Program with 6–12 month rotations across Mueller locations. Collaborate with leaders to implement strategies, optimize processes, drive organizational change, and build stakeholder relationships. The program provides mentorship, structured development, and hands-on experience, with potential full-time placement after successful completion.