Top Senior HR Jobs in Atlanta, GA

Leads strategic HR initiatives across a regional organization, partnering with leadership on talent development, succession planning, performance management, employee relations, investigations, labor negotiations, employment-law compliance, compensation, benefits, and training. Provides direction and support to regional HR staff and travels to other sites as needed.

Serves as an internal HR process consultant, assessing workflows, identifying inefficiencies, applying Lean/Six Sigma methods, facilitating improvement workshops, and designing sustainable controls, governance, documentation, and future-state processes. The role supports implementation, change management, compliance-risk remediation, and capability building across multi-country HR teams while transferring ongoing ownership to functional stakeholders.

Serve as a strategic HR advisor across multiple software companies and countries. Lead employee relations investigations, performance management, workforce planning, organizational design, manager coaching, people analytics, compliance guidance, and HR program development. Support M&A integration by harmonizing people practices across acquired entities, reinforcing culture, and managing cross-entity HR initiatives. Partner with senior leaders, legal counsel, Total Rewards, and Payroll in a fast-paced, multi-entity environment.

Lead client engagements on benefits strategy, plan design, open enrollment, and administration. Stabilize operations, manage carriers/brokers, execute transitions and platform migrations, ensure compliance, advise on cost optimization and multi-state/global expansion, and expand client relationships.

Partners with senior leaders and employees on HR strategy, employee relations, employment-law compliance, workforce planning, talent acquisition, compensation, benefits, engagement, succession planning, onboarding, training, and performance management. Leads change initiatives, investigations, calibration discussions, and people programs while promoting an ethical, inclusive, and high-performing workplace.

Leads the global HR Partner team and serves as a strategic HR advisor to executives and internal clients. Responsibilities include workforce planning, organizational design, talent management, employee relations, compensation, DEI, policy interpretation, investigations, performance management, HR analytics, and organization-wide HR initiatives. The role manages team performance, partners with senior leaders, ensures legal and regulatory compliance, and travels to NRDC offices up to 20% annually.

Implements HR programs and policies covering staffing, compensation, benefits, associate relations, learning, and performance management. Partners with leadership on recruiting, acquisitions, workforce alignment, employee relations, performance improvement, and training. Analyzes HR data, communicates policies, supports legal compliance, and serves as the primary liaison between associates and management. Manages professional contributors and typically travels overnight 20% to 50% of the time.

Performs broad HR generalist duties including onboarding, offboarding, benefits and leave administration, employee relations, performance management, compensation, HRIS administration, policy implementation, employment law compliance, reporting, and employee investigations. Partners with managers and employees, supports training and organizational initiatives, maintains personnel records, and develops HR programs and solutions.

Serves as a strategic HR consultant to management and employees across U.S. and Mexico operations. Oversees employee lifecycle activities including recruiting, talent management, compensation, succession planning, employee relations, compliance, training, and organizational change. Advises leaders, investigates workplace issues, supports workforce planning and HRIS initiatives, develops policies and job descriptions, and leads engagement and retention efforts. Requires regular travel between the United States and Mexico, with occasional domestic and international travel.

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.

Own end-to-end multi-state payroll, HRIS administration, compliance, reporting, integrations, and HR operations for clients. Lead HRIS and payroll implementations, system configurations, workflow automation, change management, employee lifecycle processes, and stakeholder workshops. Advise clients on employment law compliance, maintain data integrity and audit readiness, resolve payroll issues, and optimize people processes across varied organizations.

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 the primary HR strategic partner to senior leaders, driving workforce planning, talent strategy, succession, leadership development, change management, organizational design, and HR program integration to improve engagement, productivity, and business performance.

Act as a strategic HR partner to leaders, driving talent management, performance management, workforce planning, employee relations, organizational design, training, and engagement to improve team performance and support business growth.

Lead and develop an HR team; partner with business leaders to design and implement HR strategy, talent development, compensation, coaching, and compliance programs to support organizational objectives.

Provide HR generalist support for headquarters and remote employees, focusing on employee relations, investigations, performance management, FMLA/ADA/workers' comp administration, HRIS recordkeeping, legal compliance, policy development, and manager consultation. Handle employee inquiries on benefits and 401(k), maintain records, and assist with trainings and documentation to ensure regulatory and corporate compliance.

Provide administrative and operational HR support including onboarding/offboarding, recruitment administration, HRIS records maintenance, reporting, training documentation, compliance assistance, and responding to routine employee inquiries while handling confidential information and managing multiple priorities in a fully remote environment.

Provide HR support for a 200+ employee manufacturing plant across recruitment, employee relations, performance management, benefits administration, compliance, HRIS data management (ADP), onboarding, investigations, HR reporting, and workforce planning. Serve plant leadership and employees to foster a safe, productive workplace.

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.

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

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

Lead HR strategy and operations: employee relations, conflict resolution, performance management, onboarding, pay equity audits, training, policy compliance, and HR reporting. Partner with executive leadership and board to align HR with organizational goals and maintain confidential personnel records.

Serves as a trusted advisor to leaders and employees on employee relations, performance management, workplace investigations, policy interpretation, compliance, and conflict resolution. Coaches managers, supports organizational effectiveness and leadership development, manages unemployment claims, and assists with OSHA and workplace safety initiatives. Maintains confidential records, mitigates employment-related risks, and analyzes workforce metrics while ensuring consistent application of employment laws and company policies.

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.