Top HR Jobs in Atlanta, GA

Fixed-term (maternity cover) Senior HR Business Partner to provide employee relations, manager coaching, performance management, and People program continuity. Partner with leaders, People Ops, Legal, Finance, and Recruiting; support immigration processes and external counsel; maintain compliance and people systems; enable change, talent planning, and manager effectiveness in a fast-paced, remote-first environment.

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.

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.

The Director HR Technology & Talent Analytics leads the global ownership of Workday, enhancing HR data capabilities, managing change, and fostering relationships with executives to leverage workforce analytics.

As a Senior HR Business Partner, you'll support leaders in managing performance, employee relations, and organizational priorities while contributing to core HR initiatives and building trust across teams.

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.

Serve as strategic HR partner to Growth leaders: drive workforce planning, talent management, employee relations, change management, onboarding/offboarding, retention, compensation recommendations, leadership coaching, and HR program execution to support organizational growth and high-performance culture.

Lead HR planning and operations initiatives, manage a portfolio of strategic HR projects, drive process improvements, analyze human capital data and develop insights and executive-level presentations, support workforce planning and change management, oversee reporting against HR goals, and supervise HR team members while partnering with HR leadership on enterprise initiatives including M&A activities.

Partner with facility leadership to align HR programs with business objectives. Manage employee relations, investigations, performance management, compliance, recruiting, onboarding/offboarding, benefits support, training evaluation, engagement initiatives, communications, and OSHA/safety compliance for a cold storage facility.

Serve as the US HR authority partnering with the Country Manager to lead HR operations, compliance, payroll oversight, talent acquisition, development, employee engagement, and employee relations. Manage a small HR team, localize global HR initiatives, drive retention and performance management, and bridge US and group HR strategies while supporting business growth and stakeholder alignment.

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.

Lead HR and talent strategies for the global Buildings Management Systems business. Partner with leaders on organizational design, workforce planning, succession, talent acquisition, development, performance calibration, and employee experience. Drive change management, labor relations, and HR excellence across direct and matrixed teams. Coach leaders, analyze engagement insights, and implement inclusion and retention initiatives to build high-performing teams aligned to business goals.

Serve as a strategic HR business partner advising senior leaders on workforce planning, organizational design, talent management, performance, change management and employee experience. Deliver integrated HR solutions, use workforce data to inform decisions, coach leaders, partner with HR Centers of Expertise, and support leadership capability, retention, and organizational performance. Requires in-office presence and travel.

Serve as the primary HR partner for hourly manufacturing and field teams, driving workforce planning, employee relations, performance management, compliance, and on-site engagement. Partner with leaders on talent acquisition, retention, compensation, organizational design, and change management while supporting multi-state leave, accommodation, audits, and legal matters.

Lead client engagements to assess HR needs and deliver solutions in payroll, benefits, compensation, performance management, and HR audits. Provide strategic project management, liaise with senior client leaders, coach consulting teams, drive thought leadership, and support business growth and client retention.

Provide day-to-day HR support including employee relations, recruitment and onboarding, HR administration, benefits and leave coordination, performance management support, compliance, training tracking, and participation in HR projects and process improvements.

The Director, Head of Total Rewards will develop and execute global compensation, benefits, and equity strategies to attract and retain talent. This role involves overseeing total rewards programs, ensuring compliance, and advising senior leadership on compensation matters.

Lead design, integration, and optimization of enterprise HR technology (Workday, payroll, WFM, IAM). Architect integrations, automate JML workflows, ensure SOX compliance, drive cloud migration, produce technical documentation, and provide HRIT technical leadership across global HR and payroll environments.

Lead HR risk, compliance, and policy programs partnering with Legal, HRIS, Payroll, and Finance. Build monitoring controls, run adverse impact and workforce analytics, manage OFCCP responses, develop SOPs, trainings, communications, and automated reporting tools. Drive policy governance, health & safety programs, and project manage cross-functional HR integrations and compliance initiatives.

Lead global HR People Ops risk, payroll controllership, SOX testing and compliance. Build control frameworks, business continuity plans, manage audits, mentor regional teams, and govern payroll, tax, equity, and workforce administration processes.

Partner with business leaders to align people strategy to transformation initiatives: workforce reskilling, change management, org design, talent planning, performance management, and capability transfer during AI and legacy modernization programs.

Acts as a strategic HR advisor across multiple business units, leading employee relations, performance management, succession planning, organizational design, policy compliance, change management, training, and cross-functional HR projects to drive organizational effectiveness and retention.

Support HR team in designing and delivering training programs, assist with performance reviews, maintain training materials, identify training needs, evaluate training effectiveness, and contribute to process improvements in a remote internship.

Coordinate and manage new-employee onboarding, conduct orientation sessions, develop onboarding programs, collaborate with HR and departments, support new hires during integration, and improve processes using feedback and best practices.

Assist the HR team with sourcing candidates, scheduling and conducting interviews, developing recruiting strategies, providing administrative support, and improving recruitment processes. Part-time, unpaid remote internship (10–30 hrs/week) lasting 180 days.