Top HR Jobs in Atlanta, GA

Lead HR Operations and Total Rewards with an AI-native mindset. Own compensation, equity, benefits, HRIS (Workday) operations, ATS (Ashby) administration, workforce analytics, compliance, and immigration. Partner with Enterprise Technology to embed LLMs and automation, build self-service HR experiences, manage vendor renewals, and lead a team delivering people insights to executives.

Serve as a strategic HR advisor and project manager to business leaders, driving workforce planning, organizational design, employee relations, HR program delivery, compliance, analytics, and HR technology initiatives across assigned functions.

Serve as HR business partner for a large, multi-shift distribution center. Lead HR functions including compliance, employee engagement, performance management, compensation and benefits, labor relations, investigations, leave and workers' compensation administration, recruitment/onboarding, union negotiations/grievances, and corporate HR program implementation. Manage an HR team and collaborate with senior leadership, corporate HR, legal, and risk management.

Partner with business leaders to drive HR programs across the employee lifecycle, support talent retention and development, manage employee relations and performance programs, ensure compliance, analyze HR metrics, develop job descriptions, and promote culture and engagement.

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.

Manage full-cycle recruitment, onboarding/offboarding, benefits and payroll support, HRIS (Paylocity) administration, reporting, employee relations, training coordination, and HR operational improvements for a remote workforce.

Act as an embedded HR advisor to business leaders across regions, guiding performance management, employee relations, workforce planning, talent initiatives, and people-data analysis to translate business goals into practical people actions.

Serve as a strategic HR point of contact delivering end-to-end HR services across the employee lifecycle. Advise managers and employees, manage employee relations and investigations, support cyclical programs (performance, compensation, talent reviews), analyze HR data, maintain Workday records, partner with COEs and business teams, and drive organizational insights to improve employee experience and business outcomes.

Serve as first point of contact for employee HR inquiries via case management. Triage and resolve or escalate issues, maintain employee data, support HR systems and self-service, document knowledge, identify trends and process improvements, and partner with HR Centers of Excellence.

Serve as a strategic HR partner to site leaders, aligning HR initiatives with business objectives. Provide employee relations support, talent management, workforce planning, performance and succession management, change management, and HR data analytics. Drive site-level engagement, compliance with employment and clinical research regulations, and coordinate with Talent Acquisition and leadership to improve retention and productivity.

Senior HR Business Partner will embed with people managers to lead goal-setting and OKRs, build and deliver manager training, coach on employee relations and org design, audit goal quality, and automate People operations using existing tools and AI to improve manager capability and operational efficiency.

Support HR operations and manage full-cycle recruiting. Responsibilities include onboarding, offboarding, compliance, HR policies, and employee engagement.

Serve as the organizations subject matter expert for leave and accommodation programs (FMLA, ADA, state laws), manage full leave lifecycle, lead ADA interactive process, advise managers on performance management and conduct investigations, ensure legal compliance, maintain confidential records, and partner with third-party leave administrators and legal counsel as needed.

Partner with business leaders to deliver HR strategy and programs including talent management, performance coaching, employee relations, workforce planning, and change management. Advise on policies, support recruitment and retention initiatives, and drive people-related projects to achieve business goals.

The HR Technology Coordinator manages client projects, coordinates communications, organizes documentation, and supports HR technology initiatives, focusing on ADP administration.

Manage day-to-day HR operations onboard, supervise HR coordinator, administer crew embarkation/disembarkation, maintain crew records in Fidelio/MAPS, handle welfare programs and events, support employee relations, ensure compliance with MLC and safety regulations, and prepare personnel reports for shipboard and shoreside teams.

Drive HR compliance and reporting (AAP, EEO-1, ADA, VETS-4212), maintain and update policies, ensure I-9 and federal contractor compliance, partner with HRIS, Legal, and vendors, conduct audits, deliver training, and support workforce changes and transactions.

Serve as strategic HR leader for Performance Minerals Americas: align human capital to business goals, lead organizational design, M&A integration, labor relations and CBA negotiations, oversee total rewards and complex pensions, develop talent pipelines and succession plans, and partner with Operations on health, safety, and culture across seven geographies.

Serve as strategic HR partner supporting business units: manage compliance, employee relations, performance management, engagement, DEI, succession planning, training, compensation advising, legal risk mitigation, and HR process improvements.

Senior HRBP partnering with the CTO to lead a product-led transformation of engineering. Duties include org design, workforce planning, leadership development, performance frameworks, talent reviews, coaching senior leaders, embedding people analytics, and coordinating with Legal, Compliance and local HR for a distributed international engineering organization.

Provide onsite HR and administrative support for Atlanta operations: coordinate onboarding and offboarding, manage shift schedules and timekeeping, track credentials and assets, maintain records, support benefits and employee questions, and assist leadership with reporting, calendars, and vendor coordination.

The HR Generalist manages recruitment, onboarding, staff relations, benefits, performance management, compliance, and HRIS, ensuring organizational effectiveness in staffing.

The Talent Acquisition & HR Specialist will manage full-cycle recruiting, support talent management initiatives, and assist with administrative support for the HR team.

Provide full-scope HR support and strategic HRBP services for multiple clients: develop and implement HR strategies, ensure compliance, administer HRIS/payroll/benefits, manage onboarding/offboarding and LOAs, support employee relations and performance management, and assist with M&A readiness and culture programs.

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.