Top HR Jobs in Baltimore, MD

Partners with district and site leaders on workforce planning, talent development, performance management, employee engagement, recruiting, change management, communications, and organizational effectiveness. Coaches people leaders, supports leadership selection and succession discussions, uses workforce diagnostics to address talent challenges, and collaborates with HR Centers of Expertise. Supports site openings, closings, relocations, restructuring, community hiring partnerships, and implementation of HR programs and initiatives.

Partners with Claude Corps leaders and managers on employee relations, performance, policies, and workforce needs. Owns high-volume, multistate fellow onboarding, including background checks, I-9, payroll, benefits, records, and employment documents. Manages onboarding support staff, oversees workload and quality, handles leave and accommodation coordination, maintains HR guidance, and improves processes through technology and automation.

Provides outsourced HR advisory and operational support to clients, including employment compliance, handbooks and policies, employee lifecycle processes, benefits administration, employee relations, and performance management. Manages smaller client engagements, coordinates deliverables, researches employment requirements, communicates HR guidance, and escalates complex issues. Contributes to internal HR tools, templates, and process improvements while maintaining current knowledge of employment trends.

The HR Generalist manages employee relations, recruiting, onboarding and offboarding, HR policies, benefits, HRIS records, performance programs, and workforce planning. The role supports cleared DoW/DoD and Intelligence Community employees, ensuring compliance with employment laws, contract requirements, FAR/DFARS obligations, and security-related processes. Responsibilities also include advising managers, handling confidential matters, supporting audits and organizational change, and analyzing HR metrics. The position partners with leadership, Security, Legal, and program teams.

Provides shared-services HR administration across multiple healthcare organizations. Responsibilities include maintaining personnel files and HRIS records, processing onboarding and employment changes, tracking licenses and background checks, conducting OIG exclusion screenings, administering leave, supporting workplace accommodations, maintaining HR policies, preparing reports, and assisting Talent Acquisition, Compensation, HRIS, Employee Relations, and HR leadership. The role requires strong accuracy, confidentiality, organization, compliance awareness, communication, and customer service.

The Area Human Resources Manager partners with field leadership across 52 locations to support approximately 1,200 associates. Responsibilities include talent acquisition, workforce planning, leadership development, succession planning, employee engagement, diversity and inclusion, labor and associate relations, investigations, union negotiations, employment-law compliance, and HR program implementation. The role uses workforce analytics to improve processes, coaches managers, conducts compliance reviews, and travels approximately 50% across the Mid-Atlantic area.

Supports the hotel’s HR strategy and daily operations, supervising recruiting, training, compensation, compliance, employee relations, HR systems, and reporting. Assists with HR budgeting and promotes engagement, retention, professional development, recognition, and an inclusive workplace culture. The role partners with the Director of Human Resources to align people initiatives with hotel business objectives and regulatory requirements.

Supports daily HR operations, employee records, compliance, onboarding, recruitment administration, benefits and training logistics, employee communications, audits, events, and exit interviews. The role interprets employment laws, responds to employee and applicant questions, manages HRIS and payroll-system data, coordinates vendors and office processes, and partners with senior HR leadership on projects and employee experience initiatives.

Provides HR operational support for a Maryland facility, including payroll, benefits, leave administration, employee relations, compliance training, recruiting coordination, onboarding, HRIS maintenance, and employee engagement. The role partners with Accounting, managers, the HR Director, and the Talent Manager while handling confidential information, time-sensitive requests, and workplace investigations. It requires strong organization, communication, emotional intelligence, technology proficiency, and independent prioritization.

Coordinates employee onboarding, orientations, compliance training, and development programs. Administers learning systems, training records, skills matrices, and reporting while supporting HR records, employee lifecycle transactions, payroll and timekeeping administration, compliance documentation, and employee questions. Partners with leaders to identify skill gaps and improve learning outcomes using operational metrics.

Own end-to-end workplace investigations involving harassment, discrimination, retaliation, and policy violations. Advise leaders and HR partners on employee relations, accommodations, performance, and separations; maintain case documentation and tracking; identify organizational trends; support policy improvements and manager training; and provide impartial HR-for-HR oversight. Partner with Legal and external counsel on sensitive matters while using AI tools to assist investigation planning, evidence summaries, and reporting.

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.

The HR Data Analyst develops and maintains workforce dashboards, KPIs, reports, and automated analytics solutions. They analyze employee lifecycle, engagement, retention, talent, learning, rewards, and HR operations data to identify trends and provide recommendations. The role partners with HR and business leaders, presents insights, ensures data quality and compliance, and improves reporting processes through governance, validation, automation, and data modeling.

Leads the Employee Experience Center of Excellence, overseeing employee relations, engagement, performance management, workforce planning, and employee lifecycle programs. Establishes service standards, procedures, metrics, and continuous improvement initiatives while ensuring compliance. Supervises and develops team members, handles escalated employee relations matters, supports compensation and performance processes, conducts talent reviews, and partners with HR and business leaders to improve organizational effectiveness and employee experience.

Manages outsourced HR services for multiple clients, including HR administration, payroll and benefits coordination, employment compliance, workers’ compensation and unemployment matters, policy and handbook development, employee documentation, process improvement, and client support. The role requires managing confidential records, coordinating external providers, improving HR workflows, and delivering practical, compliant solutions across diverse organizations.

Supports HR compliance, process governance, audits, policy maintenance, SOP development, workflow improvement, data analysis, and cross-functional HR projects. Coordinates regulatory requirements, corrective action plans, process metrics, system changes, training, and HR-related mergers and acquisitions. Partners with HR Operations, Payroll, Benefits, Legal, HR Systems, and business leaders to improve controls, accuracy, scalability, and operational effectiveness.

Serves as a strategic HR advisor to senior leaders and managers across U.S., Canadian, and international client groups. Leads workforce planning, talent management, organizational effectiveness, change initiatives, employee relations, compliance, and HR process improvements. Uses ADP Lyric, Workday, people analytics, and HR metrics to support decisions and improve operational efficiency. Coaches leaders, manages complex employee issues, supports reorganizations and integrations, and partners with HR Centers of Excellence on scalable people solutions.

Build and manage IJM’s global alumni community, including engagement journeys, mentorship, events, communications, and relationships with former interns and fellows. Own alumni data migration and maintenance in Salesforce, develop dashboards and metrics, and report on engagement, fundraising, volunteering, and recruitment outcomes. Partner with talent, advancement, and program teams to leverage alumni for referrals, fundraising, advocacy, and mission priorities. The role is hybrid in Washington, DC or remote for non-local candidates.

Supports recruiting, onboarding, interview coordination, HR events, employee engagement, workforce planning, reporting, HR technology, and process improvement initiatives while maintaining confidential information and collaborating with HR professionals and business leaders.

Leads global human resources strategy for a SaaS organization, including workforce planning, talent acquisition, organizational design, culture, employee engagement, leadership development, HR operations, and international employment compliance. Advises executive leadership, manages global HR teams, develops scalable people programs, and drives organizational transformation, performance, and continuous improvement across multiple geographies.

Serves as a strategic HR Business Partner to the HR function, advising senior leaders on talent strategy, organizational effectiveness, leadership development, succession, colleague experience, and change management. The role diagnoses complex people issues, coaches leaders, anticipates talent needs, and drives adoption of HR initiatives and processes across the organization.

Leads the design and domain ownership of AI agents for enterprise HR operations, including payroll, time, benefits, and employee changes. Tailors solutions for customer policies and systems, supports implementations and escalations, and represents the company in executive workshops, demos, RFPs, and market engagements. The role requires deep HR operations expertise, HR technology implementation experience, compliance knowledge, process automation judgment, and the ability to translate complex HR processes into accurate agent behavior.

Leads enterprise-wide workplace inclusion, employee engagement, community partnership, and Employee Resource Group strategies. Advises senior leaders, develops diverse talent pipelines, supports leadership and career development, manages engagement events, and uses workforce analytics and employee feedback to measure impact. Builds relationships with educational institutions and community organizations while ensuring compliance with applicable regulations and governance standards.

Manage broad HR responsibilities across the employee lifecycle, including employee relations, performance management, investigations, disciplinary actions, benefits administration, onboarding, offboarding, compliance, policy interpretation, HRIS data, and documentation. Partner with managers and cross-functional teams, provide confidential guidance, identify risks, and support employees across multiple locations. The role requires sound judgment, discretion, organization, adaptability, and potential for future HR leadership.

Serves as a strategic HR partner for regional leaders and branches across a multi-state workforce. Responsibilities include leadership coaching, employee relations investigations, employment-law compliance, engagement and retention initiatives, workforce analytics, HR policy improvement, vendor management, and performance development. The role is remote within the Midwest and Central United States and requires at least 25% regional travel.