Top HR Jobs in Atlanta, GA

Role involves providing HR consulting services, strategic workforce planning, and leadership support to manage large employee groups effectively. Requires collaboration to improve organizational performance and employee relations.

Manage global mobility operations, providing support, resolving escalations, and collaborating with teams to enhance processes for international assignments.

The HR and Business Ops Coordinator manages internal operations, HR processes, and supports executive functions in a small business setting.

The HR Operations Lead will optimize HR systems, ensure compliance, and improve People processes, partnering closely with other departments to support high-performance operations.

The Senior HR Generalist will enhance HR operations, lead process improvement initiatives, manage the employee lifecycle, and ensure compliance across global locations. Responsibilities include project management, payroll support, benefits coordination, and data analytics to drive operational excellence in the HR function.

The Director of HR Technology leads the HR technology strategy, collaborates with HR teams, integrates consumer-grade tech, and drives innovation using AI and ML to improve colleague engagement and efficiencies.

The HR Sr. Manager will lead full-cycle recruitment, ensure compliance with labor laws, and enhance HR processes while supporting employee relations and performance initiatives.

The HR Generalist manages talent acquisition, oversees intern programs, facilitates compensation decisions, and supports new employee onboarding and engagement initiatives.

The HR Systems Analyst II role involves improving HRIS processes, leading user acceptance testing, ensuring data integrity, and managing HR technology projects.

As an HR Business Partner, you'll advise on performance management, employee relations, and talent initiatives while translating business goals into HR actions in a global setting.

The Senior HR Business Partner collaborates with leadership to enhance organizational effectiveness, oversee talent management, and advise on HR policies and employee relations.

As a Director, HR Business Partner, you will advise senior executives on workforce strategies, manage talent initiatives, and enhance organizational effectiveness, focusing on data-driven solutions and employee relations.

The HR Generalist will support employees with inquiries on policies, payroll, and benefits, ensure compliance with labor laws, assist in training, and support various HR initiatives.

The Senior HR Business Partner aligns business objectives with People strategy, collaborating with leadership to improve operations, policies, and employee engagement.

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

The HR Technology Manager optimizes and governs Workday's modules, collaborates with HR and stakeholders, enhances system functionality, and leads project management activities.

The Senior HR Generalist leads the HR Generalist team, oversees HR operations, resolves complex HR issues, and ensures compliance with employment laws. Responsibilities include employee lifecycle management, benefits administration, and collaboration with management on HR initiatives.

In this role, the HR Business Partner will guide employee engagement, performance management, and organizational effectiveness while partnering with business leaders on HR strategies.

The HR Business Partner will align HR initiatives with Sales and Marketing strategies, focusing on talent development, workforce planning, performance management, and fostering team culture.

The Sr. HR Business Partner provides strategic HR support to technical teams by aligning people strategies with organizational goals, supporting employee relations, and enhancing team performance through coaching and data insights.

The Talent Partner (HRBP) advises senior leaders on talent strategies, workforce planning, and employee relations to enhance organizational effectiveness and performance.

The HR Business Partner is responsible for enhancing organizational health, supporting leadership effectiveness, and improving employee performance through coaching, employee relations and performance management strategies.

The HR Manager will implement talent strategies, manage HR processes, ensure compliance, oversee payroll, and lead change initiatives in a remote-friendly environment.

The Principal HR Business Partner role involves strategic advising to leaders, enhancing organizational health, managing employee relations, and leading HR initiatives aligned with business strategy.

The Sr HR Business Partner advises leadership on HR matters, enhances talent management, supports performance management, and aligns HR solutions with business needs while promoting DEI initiatives.