Top HR Jobs in Baltimore, MD

Manage and oversee HR functions including employee relations, performance management, benefits and leave administration, compliance, policy administration, investigations, and HRIS data. Supervise HR Generalist, lead annual performance process, coordinate benefits and regulatory filings, support terminations and payroll backup, and drive HR process improvements.

The Human Resources Generalist will advise on HR policies, manage projects, support employee relations, ensure compliance, and analyze HR data.

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.

Provide administrative HR support including onboarding, payroll distribution, vendor payments via Workday, personnel record maintenance, HR database entry, processing personnel actions, answering HR inquiries, and general office support.

Provide daily HR office support including onboarding, recruitment backup, personnel transactions, maintaining accurate employee records in Workday, managing leave/FML inquiries, responding to HR questions, ensuring policy compliance, preparing reports and supporting HR projects, programs, and workshops.

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

Serve as a hands-on HR advisor for West Coast divisions, leading employee relations, performance management, talent development, investigations, HR strategy, job description updates, and DE&I initiatives. Partner with leaders on compensation, onboarding, training, and HR systems to improve engagement, retention, and organizational effectiveness while ensuring compliance with federal and West Coast state employment laws.

Executive HR leader responsible for end-to-end HR strategy and operations across a growing global consulting firm. Lead a team of HR professionals to build scalable HR infrastructure, ensure multi-jurisdictional compliance, manage performance and talent programs, oversee onboarding/offboarding and HRIS data integrity, handle employee relations and investigations, and advise senior leadership on culture and workforce growth.

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.

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.

Provide senior HR leadership and strategy across payroll, benefits, HRIS, talent acquisition, onboarding, employee relations, performance management, and compliance. Build retention frameworks, define HR KPIs, manage HR team and vendors, maintain legal compliance, draft HR budgets, and partner with leadership to drive culture, engagement, and organizational development.

Serve on the centralized Workday team to configure, test, troubleshoot and support multiple Workday modules. Handle escalated tickets, data loads, release testing, root-cause analysis, collaborate with Workday, provide SME guidance and advise leadership on system requirements and best practices.

Serve as an HR business partner for assigned client groups delivering recruitment, onboarding, employee relations and investigations, performance management, training, HRIS support, and organizational development. Ensure compliance with institutional policies and employment laws, drive employee engagement, and collaborate with leadership on HR strategy and initiatives.