Top HR Jobs in Atlanta, GA

Lead and develop an HR operations team, oversee employee lifecycle processes, manage performance and merit reviews, advise managers on HR policies, improve HR processes and technology, analyze HR metrics, ensure compliance with employment laws, and support engagement, retention, and strategic HR initiatives.

Manage US HR operations and support international/cross-border teams. Advise leaders on policies, handle employee relations and compliance, oversee talent, leaves, payroll/benefits coordination, HR reporting, and support HR program development and rollout.

Lead North America HR Business Partner team and provide strategic HR support to Product, Engineering, and business functions. Drive workforce planning, organizational design, talent management, employee engagement, change management, and people analytics. Coach leaders, manage employee relations, ensure compliance, and partner with Centers of Excellence to deliver scalable people practices that improve team performance and employee experience.

Lead HR technology strategy and a team to build scalable HR data and analytics platforms. Oversee Workday, ServiceNow, Phenom, Cornerstone, Anaplan, and data management (Databricks, Mango, SQL). Drive automation, AI adoption, governance, vendor management, cross-functional alignment, and workforce analytics to improve workforce planning, retention, engagement, and performance.

The HR Business Partner role involves providing strategic HR support to clients, focusing on compliance, employee relations, and enhancing workforce processes while fostering client relationships.

Serve as on-site HR Business Partner for executive-tier clients, delivering HR compliance, employee relations, investigations, and multi-state employment guidance. Develop HR tools, advise on leaves, ADA, terminations, reductions in force, and performance management. Drive client adoption of HR programs, document interactions in HRIS, monitor SLAs, collaborate cross-functionally, and support continuous process improvement and client retention. Maintain current employment law knowledge and provide occasional domestic travel for client visits and meetings.

Provide day-to-day HR operational support for corporate employees including recruitment coordination, onboarding and offboarding, FMLA and ADA accommodation administration, HR recordkeeping and reporting in Paycom, and general HR administrative duties. Coordinate with IT, Facilities, managers, and Payroll to ensure smooth employee lifecycle processes and support HR projects and system improvements.

Manage end-to-end HR onboarding, conduct new-hire orientations and check-ins, maintain HRIS and employee records, process HR requests via JIRA, serve as HR point-of-contact, coordinate with stakeholders, and support HR process improvements and projects.

The HR Project Manager leads HR project management, collaborates with teams for effective strategies, and supports HR initiatives for organizational success.

Manage HR projects from planning through delivery using consistent project management methods. Coordinate stakeholders and vendors, plan timelines, budgets, meetings, and training. Monitor tasks, mitigate risks, allocate resources, lead change management initiatives, and identify process improvements.

Serve as a strategic HR advisor to senior leaders in Technology and Data Solutions. Lead employee relations and investigations, support talent acquisition, workforce planning, learning and development, change management, HR analytics, and cross-functional HR projects. Mentor HR colleagues and drive people strategies that align with business objectives and organizational transformation.

Provide senior-level HR support to county departments focused on classification and compensation. Advise managers on policies, perform job analyses, conduct salary and benefits surveys, prepare reports, manage recruitment and onboarding, administer compensation plans, perform internal equity assessments, and develop training and process improvements.

Manage and lead an HR division, supervising staff, developing policies and programs, overseeing HRIS and compliance, administering performance and training initiatives, supporting strategic planning and budgeting, and providing cross-divisional HR expertise and guidance to leadership.

Serve as strategic HR business partner to Forge & AI leadership, owning workforce planning, talent strategy, succession, leadership development, retention, organizational design, and large-scale change. Deliver workforce analytics and AI-enabled HR practices, advise the CTO on talent decisions, and build pipelines for AI, software, and platform engineering across US and India.

Lead HR and talent strategy for the global Building Management Systems business. Drive organizational design, workforce planning, succession, talent acquisition, performance management, and change management. Partner with business leaders to coach, influence, and build inclusive high-performing teams, benchmark HR practices, and implement continuous improvement to attract, develop, and retain talent.

Lead HR data governance and a team responsible for Workday employee data integrity. Set standards, run audits, resolve complex multi-entity data issues, support cyclical programs (comp/performances), and drive automation/AI initiatives while partnering cross-functionally with HRIS, Payroll, Finance, Legal, and internal audit.

Lead HR operations partnering with the CPO to develop HR strategy, manage payroll and Workday HRIS, ensure multi-jurisdictional compliance (including GDPR), oversee compensation and benefits, drive employee experience and performance management, and mentor HR staff during growth, M&A, and integrations.

Lead Employee Relations and serve as HR Business Partner for Legal and Signal Technologies. Conduct complex investigations, develop and implement compliant policies and HR processes, coach managers, support compensation, talent and performance programs, and present HR solutions to drive employee engagement and business results.

Partner with business leaders to design and execute workforce strategy and organizational change. Drive workforce agility, staffing, redeployment, succession planning, compensation, performance management, diversity and inclusion, and talent management. Use data and analysis to identify risks, recommend mitigation, and support decision-making. Communicate and influence stakeholders, implement cross-functional solutions, and support adoption of change.

Partner with business leaders to drive day-to-day HR operations, employee relations, policy and compliance, HR metrics and reporting, and strategic HR planning. Serve as a primary HR contact, mediate issues, promote engagement, and support talent development while maintaining confidentiality and legal compliance.

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.

Support and improve HR operational processes across the employee lifecycle and contingent workforce program. Administer onboarding, job changes, offboarding, vendor/ supplier coordination, documentation, reporting, analytics, compliance, and governance to drive operational excellence and positive user experience.

Lead regional HR operations across Southeast sites, managing payroll, recruitment, benefits, employee relations, compliance, and engagement. Serve as strategic business partner to senior leaders, mentor HR teams, standardize HR policies/processes, support workforce planning, and drive retention and operational efficiency in a manufacturing environment. Regular regional travel (~25%).

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.