Top Senior HR Jobs in Atlanta, GA

Serve as a strategic HR business partner to senior leaders, shaping people strategy, organizational design, talent lifecycle, change management, leadership development, and M&A support; drive adoption, measure outcomes, and advance inclusion and performance across the Customer Unit.

Lead HR strategy and operations including recruitment, employee relations, performance management, compensation and benefits, compliance, and learning and development. Mentor HR staff, support workforce planning and organizational growth, and drive employee engagement and retention while ensuring legal compliance.

Lead full-cycle retained and engaged executive searches placing lateral law firm partners, General Counsel, CHROs/CPOs and other senior HR/legal executives. Manage client relationships, grow a personal book of business, deliver market intelligence and advisory on compensation and partner portability, and ensure exceptional candidate experience while operating independently in a remote, performance-driven environment.

The Senior HR Business Partner will drive organizational effectiveness, talent outcomes, and cultural transformation by partnering with senior business leaders. Responsibilities include translating business strategies into people plans, leading talent strategy, influencing senior leaders, and managing employee relations matters, all while optimizing HR workflows using AI tools.

The Director of HR Strategy and Planning leads HR initiatives, manages budgets, guides M&A activities, develops performance metrics, and coaches a high-performing team to align HR strategies with enterprise goals.

Leads all human resources functions, engaging with COEs and executive partners to implement strategic initiatives and ensure organizational alignment. Oversees talent management, compliance, and engagement strategies, fostering a supportive work environment.

Serve as trusted HR partner for high-volume Atlanta and Jacksonville operations. Manage employee relations, compliance, performance management, learning and development, onboarding/offboarding, workforce planning, and HRIS data integrity. Support leaders on policy, investigations, safety reporting, and recruitment partnerships to drive engagement and operational workforce needs.

Lead HR operations for a distribution center, managing HRIS, payroll, compliance, and benefits while guiding and mentoring a team of HR Assistants.

The HR Business Partner Manager will develop and execute HR strategies, assist with talent management, ensure compliance, and support workplace culture and employee development.

The Human Resources Manager supports resort operations and marketing, providing consulting on talent acquisition, employee relations, and training, while ensuring compliance with laws and policies.

The Human Resources Manager will lead HR operations, coordinate recruitment, manage employee relations, and ensure compliance with policies and regulations.

The Sr. Manager, HR Consultant provides strategic HR expertise to improve associate experiences during operational changes, partnering with leaders for effective project management and communication.

Serve as primary HR consultant for multiple clients, advising on compliance (wage/hour, leaves, workers' comp, FMLA, ADA, COBRA, ERISA), conducting audits, managing employee relations and performance issues, delivering training, developing HR strategy and policies, managing billable work and client communications, identifying business development opportunities, and mentoring junior staff.

Serve as North America HR leader, partnering with executive leadership to design and execute people strategies, drive talent management, culture, workforce planning, HR operations, compliance across the U.S. and Canada, and lead a high-performing HR team to support growth and change initiatives.

The Senior Program Manager, HR Compliance will design and implement compliance programs while managing stakeholder relationships and adapting policies to meet legal regulations and company needs. This role involves monitoring laws, conducting audits, and improving compliance initiatives across the organization.

Lead global selection and development programs: implement methodologies, talent identification systems, people analytics, employer branding, candidate experience, training for global teams, and ensure compliance and continuous improvement in talent management.

Assist higher education clients in enhancing HR operations as an HR leader. Responsibilities include oversight of projects, training, and aligning HR processes.

As the HR Business Partner for Product and Engineering, you will support strategic talent strategy, coaching leaders and analyzing data trends to enhance team performance and operational effectiveness.

The HR Business Partner will support Revenue and Marketing organizations by advising on organizational design, coaching managers, and addressing performance issues during rapid scaling.

The Admin & HR Director oversees HR and administrative operations, leads recruitment and compliance initiatives, manages office workflows, and fosters workplace culture.

The HR Director will oversee human resources management, including talent acquisition, employee relations, performance management, and compliance with laws and regulations, while aligning HR strategies with organizational goals.

Provide HR and colleague experience support for a large non-exempt business unit and broader HR operations. Duties include triaging HR inquiries, administering FMLA and leave processes, coordinating meetings, maintaining intranet and documentation, supporting recognition programs, and assisting project tasks to enhance colleague engagement and operational efficiency.

The HR Payroll Administrator is responsible for managing payroll functions, ensuring compliance, processing tax reports, and handling employee onboarding and terminations.

The Head of HR strategically leads all HR functions, fostering a positive workplace culture while managing talent acquisition, employee relations, and compliance.

Serve as an HR Business Partner supporting managers and employees across People operations: drive performance management, talent development, employee engagement, DEIB efforts, reporting, HR policy application, and lifecycle processes from onboarding to exit.