Top Senior HR Jobs in Atlanta, GA

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.

Partners with business leaders to deliver HR services, talent strategies, organizational design, workforce planning, employee engagement, performance and compensation processes, employee relations guidance, organizational change, and employment-law compliance. Analyzes workforce and talent data, advises managers, supports recruiting and retention, and implements People Solutions programs across assigned client groups.

Partners with business leaders and HR Centers of Excellence to deliver people strategies, organizational design, talent management, workforce planning, employee engagement, and change initiatives. Provides HR guidance, supports employee relations, analyzes talent data, advises on retention and team effectiveness, and ensures compliance with company policies and employment laws. The role is onsite at a Manheim auction location and requires up to 15% travel within the market.

Strategic Senior HR Business Partner supporting global Engineering, Product, and Design leadership and North American regional operations. Advises VP-level leaders, leads organizational design, workforce planning, succession modeling, change management, talent strategies, and data-driven organizational diagnostics. Partners with employee relations, compliance, total rewards, talent acquisition, legal, finance, and other centers of excellence to execute integrated people solutions across the United States, Spain, and India.

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.

Lead global HR business partnering for R&D, Engineering, Product, Security, and Research organizations. Advise senior technical executives, align talent strategy with business goals, architect AI-native organizational structures, evolve career frameworks, manage succession and retention, guide complex change, and coordinate People Team centers of excellence. Lead a global HRBP team while applying people analytics and executive coaching to improve organizational health, leadership effectiveness, and workforce outcomes.

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.

Own the end-to-end People lifecycle for M&A: lead HR due diligence, partner with Corporate Development, build cross-functional integration playbooks, orchestrate Recruiting/Comp/Immigration/Payroll workstreams, and design day-1 onboarding and retention programs to integrate acquired technical teams under compressed timelines.

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 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.

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.

Provides strategic leadership for HR due diligence, integration strategy, governance, risk management, and execution across mergers, acquisitions, divestitures, and enterprise transformations. Coordinates HR workstreams spanning compensation, benefits, payroll, compliance, talent, learning, communications, and HR technology. Partners with senior leaders and cross-functional teams, manages risks, leads change management, improves associate experience, develops M&A playbooks, and promotes responsible AI adoption in HR.

Serves as an HR business partner and trusted advisor to leaders across assigned offices. Provides coaching and guidance on employee relations, performance management, investigations, organizational change, talent development, engagement, retention, and workforce planning. Partners with senior leaders and Talent teams to support firmwide priorities, analyze workforce trends, improve HR practices, and ensure employment-law compliance.

The Human Resources Manager will lead HR activities at a manufacturing site, partnering with operations to enhance performance, employee experience, and labor relations, while managing talent and culture initiatives.

Lead support, configuration and growth of Oracle HCM solutions (Payroll, Time & Labor, Absence). Manage second-tier support, integrations, releases and vendor relationships. Partner with HR COEs and IT to translate business requirements into technical solutions, drive process improvements, manage projects and a team, and use analytics (SQL/Excel) for data-driven decisions.

Partners with logistics leadership on strategic HR initiatives, talent management, recruitment, employee relations, change management, compensation, benefits, compliance, and DEI. Uses HR analytics to improve programs and supports U.S. logistics and warehouse operations while ensuring compliance with federal and New Jersey employment laws.

Serve as a strategic HR business partner for Cloud + AI, advising leaders, diagnosing organizational effectiveness, driving talent and leadership development, applying data-driven insights and AI-enabled tools, leading strategic projects end-to-end, and delivering scalable HR solutions in partnership with HR centers of excellence and business stakeholders.

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.

Provides strategic and hands-on HR partnership to the U.S. Sales organization. Advises leaders on workforce planning, organizational design, talent development, performance management, employee engagement, change leadership, and employment compliance. Leads complex employee relations matters, investigations, disciplinary processes, absence management, and exits. Uses workforce insights to improve retention and effectiveness, collaborates with HR functions, supports policy and program development, and participates in employee recognition initiatives.

Lead Human Capital Transactions & Transformation engagements across M&A, carve-outs, integrations, and HR transformations. Conduct HR due diligence, design target operating models, identify SG&A savings, stand up HR functions (payroll/HCM), drive client delivery, develop practice offerings, and mentor junior staff.

Serves as a strategic HR advisor to Technology and Operations leaders in a global, complex organization. Leads workforce planning, organizational design, restructuring, change management, talent reviews, succession planning, leadership development, employee relations, and risk-informed people decisions. Coaches senior leaders, identifies capability and organizational risks, and partners with HR centers of excellence, Legal, Finance, and HR Analytics to deliver effective people strategies.

Partners with business leaders and HR Centers of Excellence to deliver talent strategies, organizational design, workforce planning, employee engagement, change management, and employee relations support. Leads talent management, performance calibration, compensation, and retention initiatives; advises managers on HR policies and employment law compliance; analyzes organizational trends and supports consistent HR process application. This is an onsite role with up to 15% travel and requires U.S. work authorization without current or future sponsorship.

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.

Provides senior-level employee relations and HR partnership support, including complex investigations, performance management, disciplinary guidance, termination consultations, compliance audits, policy development, workforce planning, succession planning, and manager coaching. Advises leaders on employment laws, organizational effectiveness, and risk mitigation while managing HR projects, metrics, documentation, unemployment matters, and offboarding processes. The role is primarily on-site in Chandler, Arizona, or Duluth, Georgia, with occasional travel.