Top Senior HR Jobs in Atlanta, GA

Partners with Claude Corps leaders and managers on employee relations, performance, policies, and workforce needs. Owns high-volume, multistate fellow onboarding, including background checks, I-9, payroll, benefits, records, and employment documents. Manages onboarding support staff, oversees workload and quality, handles leave and accommodation coordination, maintains HR guidance, and improves processes through technology and automation.

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.

Owns HR data integrity, governance, reporting, dashboards, analytics, and global employment compliance. Builds Workday reports and integrations, audits HR data, manages regulatory calendars and filings, supports audits, and translates workforce data into actionable insights for HR leadership and business stakeholders. The role also coordinates right-to-work processes, immigration-related data, compliance assessments, and reporting infrastructure improvements.

Provides strategic, consultative HR support to organizational leaders and teams. Advises on recruitment, leadership development, employee retention, customer service, wellness, recognition, and the broader employee lifecycle. Partners across the health system to improve employee experience, support organizational goals, ensure compliance, and foster an inclusive, high-performing workplace.

Provides HR partnership and services across a U.S. region, advising leaders on employee relations, performance management, staffing, engagement, compliance, investigations, labor relations, and organizational changes. The role drives recruiting, onboarding, HR reporting, benefits communication, policy improvement, and employment-law compliance across union and non-union environments. It is remote, supports employees across U.S. time zones, and requires 25–35% national travel.

Manages Osaic’s HR compliance and governance framework, including risk assessments, controls, policy administration, employment-law compliance, monitoring, reporting, audits, remediation, and manager capability initiatives. Partners with HR, Legal, Risk, Compliance, Internal Audit, Payroll, and business leaders to reduce employment risk, maintain multi-state compliance, and ensure consistent HR practices.

Partners with business unit leaders to develop and execute talent strategy, workforce planning, recruiting, compensation, employee relations, engagement, organizational design, and HR initiatives. Acts as a bridge between business leaders and HR Centers of Excellence, supports policy adoption and process improvement, provides workforce insights, and uses AI-enabled tools responsibly to improve HR effectiveness.

Lead full-cycle HR strategy and operations, including employee relations investigations, leadership and talent development, compensation, compliance, performance management, engagement, succession planning, and organizational change. Partner with senior leaders, guide policy interpretation, conduct training, mitigate employment risks, and support cross-functional HR initiatives. The role requires strategic and tactical HR expertise in a corporate or matrixed environment, with occasional travel.

The Human Resources Generalist administers HR programs across employee relations, benefits, compliance, payroll support, training, performance management, investigations, and onboarding. The role develops and applies policies, ensures compliance with employment laws, manages HRIS data and reports, supports engagement initiatives, and partners with managers and HR teams to achieve business goals.

Manages day-to-day HR support for corporate functions, including employee relations, performance management, workforce changes, talent processes, compensation coordination, and employee engagement. Partners with leaders and HR teams to resolve employee matters, ensure consistent policy execution, analyze workforce metrics, improve HR processes, and manage and develop assigned HR team members.

Supports U.S. business leaders and employees across employee relations, investigations, workforce planning, onboarding, compensation, payroll, benefits, and immigration processes. Coordinates multi-state HR operations, audits, employee communications, and work authorization cases with internal teams, external providers, legal counsel, and immigration counsel. The role requires hands-on delivery, sound judgment, strong stakeholder management, and experience supporting complex U.S. employment practices in a hybrid Alpharetta, Georgia environment.

Supports an international division by advising leaders on employee relations, labor relations, performance management, compensation, organizational design, workforce planning, succession planning, and HR risk. Leads change management, training initiatives, process improvements, and special projects while partnering with recruiting and other corporate functions. Coaches managers on HR policies, employment laws, discipline, benefits, and development programs.

Manage broad HR functions for a 100+ employee organization, including employee relations, recruitment and onboarding, benefits, payroll review, compliance, leave administration, performance management, training, recordkeeping, and HR reporting. Advise employees and managers, administer HRIS records, coordinate vendors, monitor employment-law requirements, support audits, and recommend improvements based on workforce data.

The HR Business Partner will advise corporate leaders, including R&D, on workforce planning, organizational design, talent processes, compensation, and change management. The role also handles employee relations investigations, performance and promotion cycles, Workday transactions, compliance, leaves, accommodations, and international employment matters. This position combines strategic partnership with hands-on HR execution, supports distributed teams, and helps scale Corporate HR practices.

Leads global people operations and strategic HR programs for a rapidly scaling, distributed technology company. Builds AI-enabled HR tooling and automations, manages global employment compliance and EOR infrastructure, administers Rippling, develops leadership training, and oversees culture and engagement programs across 21 countries. Partners with leadership on compensation, performance cycles, workforce expansion, policies, and operational infrastructure.

Supports HR services for U.S., international assignment, and Employer of Record employees across multiple countries. Responsibilities include onboarding, payroll and benefits enrollment, work authorization, policy guidance, performance reviews, international assignment payments, offboarding, employee records, labor-law compliance, and coordination with vendors and EOR partners. The role also supports medical clearances, assignment travel, household goods shipments, and employee customer service in a multicultural humanitarian environment.

Owns Crowe’s contingent worker and contractor management lifecycle, including worker classification, requisitions, SOWs, onboarding, extensions, compliance obligations, offboarding, records, audits, and risk controls. Advises business leaders and partners with Legal, Talent, Finance, and other stakeholders to ensure compliant engagement practices. The role also improves contractor lifecycle procedures, reporting, controls, and stakeholder communications across business units.

Partners with executive leaders to diagnose organizational needs, guide change, and improve culture and effectiveness. Leads employee engagement, performance management, workforce planning, succession management, talent development, and organizational change initiatives. Advises on AI tools for talent acquisition, predictive turnover modeling, and employee experience. Ensures HR policies comply with employment legislation while translating business plans into talent strategies.

Partners with global GTM leaders and the Chief Revenue Officer on organizational design, talent planning, leadership coaching, performance management, succession, engagement, change management, and development. Uses people analytics and AI-native tools to support decision-making while maintaining strong data governance. Collaborates with Talent Acquisition and Compensation on hiring strategies, incentive design, and total rewards. Champions an inclusive, high-performance culture across a scaling SaaS organization.

Provides strategic and day-to-day HR partnership for designated business units, including employee relations investigations, coaching, policy interpretation, workforce planning, and succession planning. Supports unionized workforces through grievance resolution, collective bargaining agreement administration, labor-management relations, and workplace investigations. Partners with legal counsel and leaders on labor matters, organizational changes, and compliance. The role is fully remote within the United States.

Leads the Supply Chain HR Business Partner team and advises supply chain executives on workforce planning, organizational design, labor strategy, retention, succession, performance management, and frontline employee relations. The role supports fulfillment-center operations, peak-season staffing, facility launches, automation changes, compensation programs, and operational improvements across a distributed network.

Partners with senior and operational leaders on employee relations, performance management, organizational development, change management, succession planning, investigations, accommodations, leaves, workers’ compensation, separations, and acquisition integration. Reviews employment actions, contracts, pay equity, HR files, and background checks while ensuring employment-law compliance. Analyzes HR metrics, oversees ethics reports, supports benefits and unemployment matters, and develops HR training and recommendations.

Provides strategic HR partnership to employees, managers, and leaders across assigned business units. Oversees employee lifecycle processes, employee relations, performance management, engagement, compensation, onboarding, offboarding, and talent initiatives. Coaches leaders, supports organizational development, advises on complex people matters, promotes employee experience and career progression, and ensures HR programs align with business goals and employment regulations.

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.