Top HR Jobs in Atlanta, GA

The Senior HR Business Partner will drive organizational effectiveness and talent outcomes, using data-driven insights to shape people strategies and improve team performance in a global, fast-paced environment.

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.

Provide generalist HR advice across employee relations, onboarding, performance management, global mobility, and cyclical HR processes. Partner with HR Business Partners on salary review, talent mapping, calibration, and engagement analysis. Identify automation and self-service opportunities, support flexible work requests, and contribute to continuous improvement within a distributed, Pacific Time Zone-based team.

The Principal People Success Partner drives talent strategies for Sales and Marketing, partners with senior leaders, influences organizational health, and leads transformations using AI.

The Senior Director, HR Business Partnering at MongoDB will lead HR strategies, talent management, and organizational design to drive business growth and culture. The role involves partnering with senior leaders, influencing decisions, and managing a global HRBP team.

Serve as strategic HR partner to a 2,000+ R&D organization, leading org design, performance calibration, people programs, engagement analysis, and coaching senior leaders to scale the org and improve talent outcomes.

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.

Partner with functional leaders to translate business strategy into people strategy. Own org design, performance management, compensation, talent development, engagement, and retention. Provide coaching on career pathing, change management, and sensitive employee issues. Use people data to generate insights and recommendations, build compliant HR policies, manage global employee relations, and collaborate with People Team COEs to deliver cohesive people programs at scale.

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.

Provide senior-level HR support to county departments focused on classification and compensation. Advise managers on policies, perform job analyses, conduct salary and benefits surveys, prepare reports, manage recruitment and onboarding, administer compensation plans, perform internal equity assessments, and develop training and process improvements.

Manage and lead an HR division, supervising staff, developing policies and programs, overseeing HRIS and compliance, administering performance and training initiatives, supporting strategic planning and budgeting, and providing cross-divisional HR expertise and guidance to leadership.

Lead Employee Relations and serve as HR Business Partner for Legal and Signal Technologies. Conduct complex investigations, develop and implement compliant policies and HR processes, coach managers, support compensation, talent and performance programs, and present HR solutions to drive employee engagement and business results.

Manage HR projects from planning through delivery using consistent project management methods. Coordinate stakeholders and vendors, plan timelines, budgets, meetings, and training. Monitor tasks, mitigate risks, allocate resources, lead change management initiatives, and identify process improvements.

Manage HR processes and HRIS employee transactions (promotions, transfers, onboarding/offboarding), maintain HR records and data integrity, respond to employee inquiries, support compliance (I-9, DOT/FMCSA, drug screening, MVR), generate HR reports, and assist HR business partners with programs and communications.

Support and improve HR operational processes across the employee lifecycle and contingent workforce program. Administer onboarding, job changes, offboarding, vendor/ supplier coordination, documentation, reporting, analytics, compliance, and governance to drive operational excellence and positive user experience.

Serve as the primary HR strategic partner to senior leaders, driving workforce planning, talent strategy, succession, leadership development, change management, organizational design, and HR program integration to improve engagement, productivity, and business performance.

The HR Business Partner partners with business leaders to drive talent programs and employee engagement across the employee lifecycle. Responsibilities include advising on employee relations and performance management, developing job descriptions, ensuring legal compliance, monitoring KPIs, partnering with Centers of Excellence, supporting culture initiatives, and managing employee relations cases from intake to resolution.

Manage core HR processes (hiring, onboarding, terminations, job/salary changes), support recruiting and requisition management, oversee FMLA/leave/ADA cases, serve as first contact for benefits and timekeeping, produce HR reports and analytics, ensure eTime/payroll accuracy, maintain org charts and compliance, and support HR initiatives and special projects.

Serve as a strategic HR advisor to leaders and managers, delivering HR programs across performance management, employee relations, compensation, investigations, manager coaching, and HR analytics to drive engagement, compliance, and business objectives. Requires in-office collaboration.

Provide day-to-day HR support for corporate functions: employee relations, onboarding, talent acquisition coordination, compensation and payroll support, HR compliance and Workday data management, performance management, engagement programs, and HR projects to drive employee experience and organizational priorities.

Act as a strategic HR partner to leaders, driving talent management, performance management, workforce planning, employee relations, organizational design, training, and engagement to improve team performance and support business growth.

Provide frontline HR support for a multi-shift operation: handle associate inquiries, onboarding (including E-Verify), benefits and payroll issues, manage Workday and Kronos data and reporting, process FMLA/ADAAA and Workers' Comp intake, run absence/timecard audits, generate disciplinary notices, and support payroll, OSHA/Workers' Comp follow-up, and receptionist backup as assigned.

Provide HR support for a 200+ employee manufacturing plant across recruitment, employee relations, performance management, benefits administration, compliance, HRIS data management (ADP), onboarding, investigations, HR reporting, and workforce planning. Serve plant leadership and employees to foster a safe, productive workplace.

Manage full-cycle recruitment for a contact center and run daily HR generalist functions including payroll, benefits, leave, policy administration, onboarding/offboarding, HRIS (UKG) data integrity and I-9/E-Verify compliance, benefits administration, team member relations, event coordination, and training facilitation to support engagement and retention.

Provide administrative and HR system support including new hire and termination processing, filing, scheduling, event planning, vendor compliance, reporting, survey administration, supply management, and ad-hoc HR projects. Support Team Services with calendar management, expense reconciliation, employee care, and culture committee activities.