Top HR Jobs in Atlanta, GA

Develop and implement country HR strategies, policies, and procedures while ensuring regulatory compliance. Automate HR workflows using AI, manage HR vendors, advise managers on employee relations and talent development, analyze HR metrics, improve HR practices, and collaborate with global HR teams. The role also supports recruitment and onboarding, promotes an inclusive employee experience, and requires strong HR technology, analytical, communication, and project management skills.

Owns day-to-day People Operations for a global workforce across the US, Canada, and India. Responsibilities include HRIS management, payroll and benefits administration, onboarding and offboarding, compliance, recruiting workflows, employee relations, leave administration, performance review cycles, and HR reporting. The role also supports managers with coaching and progressive discipline, maintains policies and personnel records, and requires up to 15% travel.

Supports broad HR operations including payroll processing, HRIS reporting, onboarding, benefits and retirement plan administration, employee data management, leave and workers’ compensation administration, performance management, training, policy development, compliance, and employee communications. The role also assists with recruiting, employee lifecycle transactions, workplace safety programs, and HR projects while serving as a liaison between employees and benefit providers.

Supports HR administration throughout the employee lifecycle, including onboarding, personnel records, I-9 documentation, background checks, employee communications, payroll and timekeeping questions, benefits enrollment, compliance tracking, and employee relations documentation. Provides bilingual English and Spanish support, coordinates transitions from hiring through project deployment, maintains confidential HR databases, and collaborates with recruiting and operations teams supporting a large workforce.

Supports Workday and HRIS administration, employee lifecycle transactions, HR reporting, dashboards, process documentation, and operational improvements. Administers global health, wellness, benefits, billing reconciliation, leave programs, and employee inquiries. Manages regulatory filings, HR policy updates, audit readiness, and compliance documentation while partnering across global teams.

Provides operational and administrative support across recruiting and HR operations. Responsibilities include managing job postings, candidate communications, interview coordination, ATS data, onboarding, background checks, offer letters, GDPR requests, HR systems support, reporting, audits, compliance documentation, referrals, and HR inbox administration. The role ensures accurate, compliant, and timely employee lifecycle processes across global markets while supporting process improvements and system enhancements.

Manage the performance management system, support managers with individual development plans, track and evaluate development activities, support succession planning, design and run engagement surveys and programs, assess training needs, coordinate training, and evaluate training effectiveness.

The HR Director partners with business leaders on employee relations, organizational design, performance management, talent and succession planning, workforce planning, compensation, learning and development, and organizational change. The role leads people initiatives, coaches managers and employees, drives career development programs, uses AI tools to streamline HR processes, and supports strategic goals and special projects in a technology environment.

Leads people-readiness strategy and execution for major business expansion initiatives. Owns workforce planning, organizational design, recruiting, compensation, HR systems, employee relations, onboarding, training, communications, and change management. Develops integrated HR project plans, manages risks and dependencies, coordinates cross-functional stakeholders, and measures readiness outcomes. Requires extensive HR and manufacturing experience, strong influence and project leadership skills, and the ability to operate across regions and cultures. Significant domestic travel up to 75% is required, with possible international travel.

Leads HR analytics projects by analyzing HR, payroll, and business data; identifying trends and root causes; developing dashboards and reports; gathering requirements; managing project plans; and providing actionable recommendations to HR leaders. Educates internal clients on analytical tools and supports data-driven decision-making and operational efficiency.

Provides hands-on HR generalist support to a local site, partnering with management on employee relations, investigations, performance issues, compliance, and associate concerns. The role deploys HR programs, improves processes, supports training and development, analyzes workforce trends, and advises on policies and employment laws. It also contributes to change management, employee engagement, and the rollout of new HR initiatives.

Manage annual compensation cycles, including merit and incentive programs, audits, validations, and post-cycle support. Advise HR partners and leaders on pay decisions, promotions, offers, and job leveling. Maintain Workday compensation data, dashboards, job profiles, grades, and governance controls. Lead market pricing using Radford and Culpepper surveys, support job architecture, respond to compensation inquiries, and provide analytical insights while ensuring compliance and equitable practices.

Assist in attracting and screening candidates for appropriate positions, manage applicant communication, and employ various recruiting methods.

Serve as HR business partner for West Coast Studio Operations, leading employee relations, onboarding, performance management, talent attraction, manager coaching, workforce planning, and HR projects. Provide guidance on policy, investigations, union matters, and design action plans to improve culture and operations across corporate and production teams.

Partners with senior leaders across headquarters and operating companies to deliver strategic HR support. Leads M&A due diligence and integration, workforce planning, organizational design, talent development, succession planning, employee relations, leadership coaching, engagement, compliance, and HR risk mitigation. Analyzes HR metrics, collaborates on compensation and benefits, and advances scalable HR practices, tools, and systems across a complex, multi-entity environment.

Supports end-to-end recruitment, including candidate screening, interviewing, assessment, coordination, offers, and hiring-manager collaboration. Provides international HR operations support across onboarding, offboarding, records, documentation, compliance, and employee requests. Improves HR workflows through automation, AI tools, systems optimization, SOPs, templates, and process improvements. Works remotely with colleagues across multiple countries and contributes to candidate experience and HR process efficiency.

Own the HR systems ecosystem, including configuration, workflows, integrations, automation, data integrity, reporting, compliance controls, and Jira intake. Lead system implementations, upgrades, redesigns, documentation, and training while partnering across People Operations, IT, Compliance, Security, Finance, Legal, and vendors. Apply AI and automation to reduce manual work and improve employee support.

Supports the full employee lifecycle across onboarding, performance management, HRIS and ADP updates, payroll, benefits, compliance, employee relations, international EOR coordination, and offboarding. Maintains accurate employee records, assists with audits and reporting, supports managers and employees, coordinates training and engagement initiatives, and improves HR processes using technology and AI tools.

The Senior HR Business Partner will drive organizational effectiveness and talent outcomes, using data-driven insights to shape people strategies and improve team performance in a global, fast-paced environment.

Serve as a strategic HR partner to senior leaders, translating business objectives into people strategies. Lead talent management, succession planning, leadership development, organizational design, change management, and data-informed workforce initiatives. Collaborate globally with HR teams to implement scalable programs, improve organizational effectiveness, and support cross-cultural teams. The role requires strong business acumen, executive influence, communication, analytics, and experience in crypto, fintech, or regulated financial services.

Provides fractional HR leadership and consulting to multiple Christian mission and church clients. Responsibilities include HR audits, strategic planning, HR program design, recruiting, onboarding, compensation, benefits, engagement, performance management, compliance, training, employee relations, HRIS implementation, executive coaching, and support across U.S. states and international missions.

Provides fractional HR leadership and consulting to Christian ministries, churches, and mission organizations. Responsibilities include developing HR strategies, coaching executives and staff, guiding organizational change, managing compliance and people programs, mentoring HR teams, and supporting recruiting, compensation, benefits, training, performance management, engagement, policies, and employee relations. The role is mostly remote, part-time, and includes occasional travel to the Dallas area.

Leads the people strategy for R&D and Regulatory functions at a biotechnology company. Partners with HR specialists on talent acquisition, rewards, employee relations, communications, talent development, and succession planning. Advises senior leaders on organization design, workforce planning, change management, performance, and complex employee issues. Supports enterprise-wide programs, culture initiatives, and employee experience while managing and mentoring HR talent.

Serves as a strategic and day-to-day HR partner for Customer Excellence leaders and salaried employees. Responsibilities include employee relations, performance management, talent development, workforce planning, recruiting support, onboarding, compliance, organizational design, compensation processes, HR metrics, employee engagement, and process improvement. The role provides coaching, investigates workplace issues, supports organizational changes, and maintains HR records while ensuring compliance with employment laws and company policies.

Leads the firm's HR technology function, overseeing Workday and other HR systems, analytics, integrations, reporting, configuration, testing, release management, and technology projects. Manages HRIS analysts and third-party consultants, prioritizes initiatives, coordinates stakeholders, improves data integrity and user experience, and supports adoption through communication, training, and process improvement. Partners with HR, Payroll, Talent, and IT leadership to align HR technology with business objectives.