Top HR Jobs in Atlanta, GA

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 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.

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.

Provides administrative and operational support for an HR department, including HRIS data entry, personnel records, training registration, scheduling, employee identification badges, invoices, timekeeping, unemployment claims, appeal hearings, reporting, and confidential file management.

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.

Leads enterprise HR policy strategy, employment compliance, workforce restructure governance, and policy modernization. Translates employment law into practical policies, controls, and guidance while partnering with Legal, Employee Relations, Labor Relations, HR Business Partners, and senior leaders. Oversees policy governance, audit readiness, self-service enablement, digital policy access, and complex workforce decisions. Advises stakeholders on compliance risks and builds organizational capability to apply policies consistently.

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.

Provides day-to-day HR support to managers and employees, including employee relations, performance processes, recruiting coordination, job and organizational changes, onboarding, transitions, offboarding, and HR projects. The role coaches stakeholders on HR policies, manages routine employee matters, drafts HR documentation, supports talent processes, coordinates HR systems and workflows, and tracks feedback and action plans while escalating complex issues to HR Business Partners.

The HR Business Partner aligns people strategies with business objectives, supports talent acquisition and onboarding, drives engagement and retention, manages performance and development programs, and contributes to succession planning and leadership development. The role handles employee relations, workforce analytics, and employment-law compliance while advising managers and employees across the organization.

Supports the employee lifecycle for security officers by monitoring HR metrics, handling employee requests and grievances, maintaining compliant HR procedures, conducting investigations, administering corrective actions, enforcing policies, and maintaining accurate employee records. Requires at least two years of HR experience, knowledge of labor laws, strong communication and computer skills, and the ability to pass background and drug screening.

Advises leaders and employees across Corporate Finance, Digital Technology, and Business Development on employee relations, labor laws, compliance, workforce planning, engagement, and change initiatives. Coaches leaders, resolves complex HR matters, supports talent and workforce processes, partners with HR centers of excellence, and executes local HR strategy while promoting an inclusive, safe workplace culture.

Partners with Finance, Accounting, and Careers leaders on workforce planning, performance, employee relations, organizational change, talent development, succession planning, and compensation processes. Leads investigations, interprets employment policies, supports compliance, analyzes people data, and coaches managers and senior executives. Collaborates with Talent Acquisition, Total Rewards, Legal, and HR colleagues while mentoring other HR Business Partners.

Serves as a strategic HR business partner for distribution centers, EHS, and operations support teams. Leads organizational effectiveness, talent management, workforce planning, employee relations, performance management, compensation planning, compliance, leadership development, investigations, and organizational change. Advises leaders, resolves complex employee matters, implements HR policies and programs, and supports organizational capability. The role is remote with travel under 25% and requires at least five years of progressive HR experience, including three years managing direct reports.

Partners with North American business leaders on workforce planning, organizational design, performance management, change management, employee relations, and talent strategy. Executes onboarding, performance, offboarding, compensation, and promotion processes; maintains Workday data and reporting; supports recruitment, engagement, retention, and culture initiatives. Advises managers on employment practices and legal risks across the United States and Canada, with travel to project sites of up to 15%.

Supports the e-Storage business across North America as a hands-on HR Business Partner. Responsibilities include advising leaders, workforce planning, organizational design, performance management, change management, onboarding, compensation, employee relations, HR reporting, Workday data management, recruitment support, engagement, and retention initiatives. The role requires knowledge of Canadian and US employment practices, strong communication and influencing skills, and the ability to balance strategic planning with daily HR execution. Travel to project sites may reach 15%.

Serves as a strategic HR partner to a business unit president and senior leadership team. Leads people strategy, organizational design, workforce and talent planning, succession, change management, employee relations, leadership coaching, compensation decisions, and engagement initiatives. Uses people data to guide workforce decisions and collaborates with HR centers of expertise to deliver integrated solutions. Supports managers and employees through complex organizational and employee relations matters.

The Director will lead HR technology strategy, HRIS modernization, compensation strategy and analysis, pay equity, benchmarking, and total rewards frameworks. The role manages a Compensation Analyst, builds scalable People shared services, automates workflows, oversees HR technology and benefits vendors, and partners with the Chief People Officer on executive-level compensation recommendations and workforce AI enablement.

Partners with leaders across the Southeastern US to align HR strategy with business goals. Provides guidance on talent management, employee relations, organizational development, employment law, inclusion and diversity, change management, HR analytics, and HR program implementation. Supports mergers and acquisitions, workforce optimization, leadership development, and Workday initiatives while collaborating with HR centers of excellence. The role is remote, requires strong stakeholder influence, and includes up to 25% annual travel.

Supports recruitment, resume screening, interview scheduling, candidate communications, onboarding, employee engagement, record maintenance, HR reporting, data analysis, process improvement, documentation, and general HR administration. The intern gains practical experience with core HR functions, HR systems, and employee initiatives while working remotely with the People and Culture team.

Remote HR internship supporting recruitment, onboarding, employee records, engagement, HR operations, compliance documentation, performance management assistance, and general HR administrative tasks.

Supports HR strategic and operational initiatives through workforce and employee data analysis, talent and engagement programs, process improvement, policy reviews, HR technology projects, and research. The intern will complete a capstone project and present recommendations to HR leadership. Responsibilities require strong analytical, communication, organizational, confidentiality, and Microsoft Office skills while managing multiple projects and deadlines.

Supports HR strategy and employee needs across the US and Canada. Responsibilities include employee relations, performance management, investigations, compensation and merit programs, benefits and payroll coordination, compliance, I-9 administration, personnel records, staffing support, training coordination, audits, and employee engagement initiatives. The role partners with leaders and regional HR teams, supports multiple locations, and requires approximately 20% overnight travel.

Support recruitment, campus outreach, and partnership development. Source, screen, and shortlist candidates; hire campus ambassadors and sales interns; coordinate onboarding, meetings, and payments; maintain partner relationships and track deliverables.