Top Senior HR Jobs in Baltimore, MD

Partners with district and site leaders on people strategy, talent development, performance management, engagement, recruiting, change management, communications, and organizational effectiveness. Provides HR coaching and consultation, supports leadership selection and workforce planning, uses workforce data to identify talent challenges, and helps implement HR programs. Also supports community hiring efforts and HR needs during site openings, closings, relocations, and restructurings.

The Senior Manager, HR Compliance is responsible for developing and executing a compliance framework across the Americas, managing immigration and global mobility programs, and ensuring adherence to applicable laws and regulations while fostering a culture of compliance within the organization.

Provides strategic and hands-on HR partnership to Engineering, Product, and R&D leaders. Responsibilities include manager coaching, performance management, employee relations, talent and compensation programs, engagement surveys, exit meetings, organizational effectiveness, risk identification, and policy application. The role supports globally distributed teams during a six-month transition period and requires strong judgment, confidentiality, communication, and operational execution.

Supports Engineering leaders and approximately 300 employees across the employee lifecycle. Responsibilities include employee relations, performance management, talent planning, organizational effectiveness, onboarding, organizational changes, HR process execution, change management, HR metrics, compliance, and continuous improvement. The role partners with HR centers of excellence on compensation, benefits, payroll, talent acquisition, and training while advising leaders on people strategies and employment practices.

Serves as a strategic HR advisor to community leaders, providing guidance on employee relations, performance management, workforce planning, talent development, and organizational effectiveness. Coaches managers, supports recruiting and onboarding, leads leadership development and employee workshops, drives engagement and retention initiatives, oversees employment-law compliance, supports succession planning, coordinates culture events, and uses workforce data to recommend improvements.

Serves as a strategic HR advisor to business leaders, translating business strategy into talent and organizational solutions. Responsibilities include talent and performance management, employee relations investigations, leadership development, succession planning, organizational effectiveness, change leadership, HR data analysis, and execution of multiple concurrent HR projects. Partners across HR functions and business teams to improve engagement, performance, compliance, and organizational outcomes.

The Senior Human Resources Specialist maintains workplace compliance, resolves employee issues, creates policies, and promotes staff engagement and performance management.

Own and build Stryker Digital’s People Operations and HR function for a growing, distributed workforce. Responsibilities include multi-state compliance, onboarding and offboarding, employee relations, terminations, payroll administration in Rippling, benefits, compensation, performance management, policy development, and HR risk management. The role partners directly with executives, employees, payroll and benefits providers, and employment counsel while establishing scalable HR systems and infrastructure.

Leads Thread’s comprehensive human resources function, including recruiting, workforce planning, compensation and benefits, employee relations, performance management, professional development, HR analytics, compliance, risk management, and HR systems. The Director manages a small HR team, advises executives and managers, develops workforce dashboards, oversees employee programs, and ensures employment-law and safety compliance. This hands-on strategic role also supports organizational growth, succession planning, manager training, and a diverse, inclusive workplace.

Manage benefits, retirement, leave, workers’ compensation, and wellness programs. Lead Benefits and Leave of Absence teams, oversee plan administration, audits, enrollments, vendor relationships, open enrollment, payroll coordination, and regulatory compliance. Administer FMLA and ADA accommodations, support return-to-work strategies, manage retirement plan audits, and deliver employee benefits training. The role requires benefits administration expertise, supervisory experience, and knowledge of healthcare-related benefits regulations.

Serves as a strategic HR consultant to management and employees across multiple departments and locations. Responsibilities include employee relations investigations, performance management, workforce and succession planning, policy interpretation, compliance, training needs assessment, retention, organizational development, and HR metrics analysis. Builds trusted relationships, resolves complex workplace issues, supports restructures, and develops integrated HR solutions aligned with business objectives.

Lead global HR business partnering for R&D, Engineering, Product, Security, and Research organizations. Advise senior technical executives, align talent strategy with business goals, architect AI-native organizational structures, evolve career frameworks, manage succession and retention, guide complex change, and coordinate People Team centers of excellence. Lead a global HRBP team while applying people analytics and executive coaching to improve organizational health, leadership effectiveness, and workforce outcomes.

Own the end-to-end People lifecycle for M&A: lead HR due diligence, partner with Corporate Development, build cross-functional integration playbooks, orchestrate Recruiting/Comp/Immigration/Payroll workstreams, and design day-1 onboarding and retention programs to integrate acquired technical teams under compressed timelines.

The HR Business Partner advises business leaders and employees on employee relations, performance management, HR policies, workforce planning, organizational effectiveness, and compliance. The role investigates complex issues, analyzes workforce data, supports HR transactions, coaches managers, improves HR processes, and partners with HR and legal teams. This remote position supports U.S. and Canadian operations, requires standard East Coast hours, and includes travel to company sites and conferences.

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.

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.

Serve as a strategic HR advisor across multiple software companies and countries. Lead employee relations investigations, performance management, workforce planning, organizational design, manager coaching, people analytics, compliance guidance, and HR program development. Support M&A integration by harmonizing people practices across acquired entities, reinforcing culture, and managing cross-entity HR initiatives. Partner with senior leaders, legal counsel, Total Rewards, and Payroll in a fast-paced, multi-entity environment.

Leads Synapse Health’s HR technology strategy, HRIS roadmap, compensation philosophy, benchmarking, pay equity, and salary structures. Oversees a Compensation Analyst, builds scalable People shared services, manages HR technology and benefits vendors, and automates manual workflows. Partners with the Chief People Officer on executive-level compensation recommendations and AI enablement while driving system implementations, integrations, process improvements, and workforce-ready operating models.

Lead client engagements on benefits strategy, plan design, open enrollment, and administration. Stabilize operations, manage carriers/brokers, execute transitions and platform migrations, ensure compliance, advise on cost optimization and multi-state/global expansion, and expand client relationships.

Partners with senior leaders and employees on HR strategy, employee relations, employment-law compliance, workforce planning, talent acquisition, compensation, benefits, engagement, succession planning, onboarding, training, and performance management. Leads change initiatives, investigations, calibration discussions, and people programs while promoting an ethical, inclusive, and high-performing workplace.

Supports HR activities throughout mergers and acquisitions, including due diligence, Day 1 readiness, employee transitions, integration planning, workforce changes, compliance, change management, and post-close execution. Coordinates workstreams, tracks milestones, prepares reports and communications, manages confidential information, and collaborates with HR, Legal, Finance, IT, and business stakeholders. Maintains M&A playbooks, project tools, checklists, and lessons learned to improve future integration processes.

Leads NRDC’s HR technology strategy, HRIS governance, systems implementations, integrations, data integrity, reporting, compliance, and operational workflows. Owns Dayforce HCM and partners with HR, IT, Finance, Payroll, Legal, and vendors to optimize employee lifecycle processes, automate workflows, improve system usability, and support secure, accurate workforce data. Manages and develops the HRIS team while overseeing onboarding, benefits, payroll connections, offboarding, documentation, change management, and technology portfolio improvements.