Top HR Jobs in Atlanta, GA

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.

Provides outsourced HR consulting and support to clients across benefits administration, performance management, onboarding, offboarding, compliance, HRIS optimization, documentation, and general HR operations. Builds client relationships, addresses HR concerns, researches employment regulations, improves processes, and contributes to service-line growth and business development.

Own end-to-end workplace investigations involving harassment, discrimination, retaliation, and policy violations. Advise leaders and HR partners on employee relations, accommodations, performance, and separations; maintain case documentation and tracking; identify organizational trends; support policy improvements and manager training; and provide impartial HR-for-HR oversight. Partner with Legal and external counsel on sensitive matters while using AI tools to assist investigation planning, evidence summaries, and reporting.

Manage end-to-end payroll through a PEO, administer HRIS data, support employees with payroll and HR inquiries, ensure multi-state compliance, generate reports, and optimize HR workflows. Lead the organization’s 2027 transition from its PEO to an independent payroll and HR technology stack, including system selection, implementation, tax setup, SOP development, controls, and employee training.

The Human Resources Generalist supports employee relations, investigations, accommodations, leave management, training, performance and talent programs, recruitment, compensation planning, policy implementation, and employment-law compliance. The role partners with business leaders and HRBPs across operational units, prepares reports, develops training, mentors junior staff, and ensures consistent HR practices. It requires extensive HR experience, knowledge of employment law, strong communication skills, and familiarity with HRIS platforms.

Serves as a strategic HR advisor and primary HR contact for assigned business units. Partners with leaders on talent planning, employee relations, organizational development, change management, compliance, and HR program delivery. Uses workforce data and analytics to identify trends, guide decisions, and measure impact. Coaches managers, facilitates conflict resolution, leads complex HR initiatives, and ensures services meet business needs and applicable laws. Requires strong communication, judgment, consulting, project management, and relationship-building skills.

Serves as a strategic HR advisor and primary HR contact for assigned business units and senior leaders. Partners on talent management, organizational development, employee relations, coaching, mediation, compliance, change management, and HR program delivery. Uses workforce data and analytics to identify risks, guide decisions, and measure impact. Leads complex HR initiatives, facilitates communications, supports business strategy, and ensures effective delivery of HR services while maintaining compliance with employment laws.

Supports multi-jurisdictional HR compliance, employment law research, regulatory reporting, audits, remediation, policy updates, and risk assessments. Leads contractor compliance and lifecycle management, including worker classification reviews, agreements, extensions, onboarding, and offboarding. Oversees compliance inquiries, ADA accommodation follow-up, background investigations, RFPs, and due diligence responses while partnering with Legal, HR, Finance, and business stakeholders.

Leads the HR function and people strategy for a rapidly growing aerospace defense manufacturer. Advises the CEO and executive team, oversees employee relations, compliance, performance management, total rewards, workforce analytics, talent acquisition, workforce planning, HR systems, and team development. Builds scalable HR programs, policies, leadership practices, and reporting processes while supporting organizational growth and regulated-environment requirements.

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.

Provides strategic HR consulting and coaching to leaders across the employee lifecycle. Responsibilities include employee and labor relations, performance management, compensation, organizational design, workforce and succession planning, training oversight, change management, compliance, risk mitigation, and HR process improvement. Partners with recruiting and corporate HR teams, advises managers on policies and employment laws, leads organizational projects, and delivers training programs.

Supports an international division by advising leaders across the employee lifecycle. Responsibilities include employee and labor relations, performance management, compensation administration, organizational design, workforce and succession planning, training oversight, policy guidance, conflict resolution, change management, and HR risk mitigation. The role partners with recruiting and other corporate functions, leads organizational projects, and delivers management and staff development programs.

Supports an international division by advising leaders across the employee lifecycle, including employee and labor relations, performance management, compensation, organizational design, workforce planning, succession planning, training, and change management. Coaches managers, oversees development programs, manages HR risks, supports restructures, administers compensation changes, facilitates conflict resolution, and leads HR-related projects and process improvements.

Develops HR dashboards, reports, and data models using Power BI and Excel. Analyzes workforce, organizational, compensation, payroll, and labor-cost data; integrates and validates information from multiple systems; automates recurring reporting; investigates discrepancies; and translates workforce trends into insights for HR leadership and business stakeholders.

The Human Resources Generalist administers payroll, benefits, leave, workers’ compensation, recruiting, onboarding, employee relations, drug testing, and driving-record compliance. The role advises managers on employment law and personnel policies, maintains confidential HR records and HRIS data, produces workforce metrics, supports FMLA and benefits administration, and co-chairs workplace safety initiatives. The position also ensures compliance with federal, state, municipal, and FMCSA requirements.

Manages day-to-day HR support for assigned corporate functions, including employee relations, performance management, workforce changes, talent processes, compensation, benefits coordination, and employee engagement. Leads an HR team, coaches employees and leaders, ensures consistent policy execution, reviews workforce metrics, supports employment-law compliance, and improves HR processes and service delivery.

Provides hands-on HR support across multiple locations, focusing on employee relations, investigations, leadership coaching, recruiting, onboarding, benefits, performance management, compliance, Paylocity administration, HR operations, and employee documentation. Partners with leaders and HR teams to resolve workplace concerns, improve processes, and support workforce initiatives. The role is on-site in Atlanta with periodic travel to Forest Park and Orlando, requiring strong judgment, discretion, communication, and multi-location HR experience.

Rotational Human Resources Interns support projects across employee relations, compliance, recruiting, compensation, performance management, benefits, and payroll administration. They apply HR knowledge, analyze data, collaborate cross-functionally, support client and employee needs, follow policies and regulations, and recommend process improvements while developing practical experience through varied assignments.

Leads HR planning and operations initiatives, workforce planning, human capital analytics, strategic reporting, process improvement, and executive presentations. Manages cross-functional HR projects, supports organizational change and stakeholder adoption, and partners with HR leaders and functional experts on strategic initiatives, including mergers, acquisitions, and divestitures. Coaches professional teams and drives informed workforce strategy through quantitative and qualitative insights.

Supports recruitment, onboarding, offboarding, benefits administration, employee records, HR documentation, payroll inquiries, HRIS support, employment verifications, employee relations, compliance, and People & Culture projects. Advises employees and managers on HR policies, maintains confidential records, coordinates orientations, manages vacancies, and contributes to process improvements in a fully on-site school environment.

The Human Resources Manager supports attorneys and staff across employee relations, performance management, HR operations, compliance, onboarding, talent acquisition, professional development, and engagement programs. The role partners with business leaders and HR teams, manages evaluations and workflows, maintains employment records, supports HRIS and payroll processes, oversees an office budget, and ensures a high-quality employee experience.

Provides strategic and hands-on HR partnership to Engineering, Product, and R&D leaders. Responsibilities include manager coaching, performance management, employee relations, talent and compensation programs, engagement surveys, exit meetings, organizational effectiveness, risk identification, and policy application. The role supports globally distributed teams during a six-month transition period and requires strong judgment, confidentiality, communication, and operational execution.

Serve as strategic HR partner to G&A senior leaders, leading org design and restructures, driving performance calibration, using data and AI tools to surface org health risks, and translating people strategy into measurable outcomes across global, high-growth teams.

Provides HR business analysis support across projects and operational requests. Acts as a liaison among stakeholders, vendors, and technical teams; documents requirements, processes, business cases, solution options, metrics, and designs. Develops and executes testing plans, supports SDLC delivery, coordinates deployments, change management, training, communications, service-level support, continuous improvement, and on-call coverage for critical HR systems and processes.

Manages HRIS operations, implementations, upgrades, integrations, data integrity, security, reporting, and user access. Oversees testing, data conversions, technical issue resolution, payroll validation, and process automation. Provides advanced HR data analysis and serves as the liaison between HRIS and departments including payroll, benefits, recruiting, compensation, legal, and risk management. Leads departmental HRIS initiatives and supports system efficiency improvements.