Top Senior HR Jobs in Baton Rouge, LA

Partner with functional leaders to translate business strategy into people strategy. Own org design, performance management, compensation, talent development, engagement, and retention. Provide coaching on career pathing, change management, and sensitive employee issues. Use people data to generate insights and recommendations, build compliant HR policies, manage global employee relations, and collaborate with People Team COEs to deliver cohesive people programs at scale.

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.

Drive people operations for assigned small business clients: lead hiring, onboarding, performance and compliance; advise leadership on workforce planning, org design, succession, and development; administer HR data, payroll/benefits support, and deliver excellent client service while leveraging HR technology and analytics.

The Principal People Success Partner drives talent strategies for Sales and Marketing, partners with senior leaders, influences organizational health, and leads transformations using AI.

Fixed-term (maternity cover) Senior HR Business Partner to provide employee relations, manager coaching, performance management, and People program continuity. Partner with leaders, People Ops, Legal, Finance, and Recruiting; support immigration processes and external counsel; maintain compliance and people systems; enable change, talent planning, and manager effectiveness in a fast-paced, remote-first environment.

The Director HR Technology & Talent Analytics leads the global ownership of Workday, enhancing HR data capabilities, managing change, and fostering relationships with executives to leverage workforce analytics.

Serve as strategic HR partner to a 2,000+ R&D organization, leading org design, performance calibration, people programs, engagement analysis, and coaching senior leaders to scale the org and improve talent outcomes.

Lead Workday governance, roadmap, and end-to-end delivery of HR system enhancements. Combine project management and business analysis to elicit requirements, design Workday solutions, manage risks, coordinate testing and deployment, and drive stakeholder alignment and adoption across HR, IT, and business partners.

The HR Coordinator will manage HR processes, support onboarding and compliance, maintain employee records, and partner with leaders to ensure HR alignment globally.

Serve as the primary HR Business Partner for Engineering, advising on performance management, employee relations, investigations, org design, promotions, and talent processes. Embed with engineering leaders, analyze attrition and engagement data, partner cross-functionally on hiring and compensation, and implement scalable people programs to maintain high performance in a fast-growing product organization.

Provide strategic, systems-level HR leadership to design and execute people strategy, strengthen HR operations, lead compensation, ensure legal compliance, build and develop HR staff, partner with senior leaders, drive change management, use people data for decisions, and support ministry fund development and travel as required.

The HR Business Partner will drive people performance, leadership development, and employee relations across corporate restaurants, partnering closely with operations leadership to enhance hiring, onboarding, engagement, and compliance practices.

The HR Manager oversees HR strategies and programs, collaborates with leadership on employee relations, manages performance, and enhances crew welfare and engagement.

Serve as HR technology strategic partner to IT leaders, shaping workforce plans, organizational design, change management, and HR IT roadmaps. Advise on HR technology architecture, integrations, compliance, and digital transformation; prioritize HR IT projects, evaluate new technologies, and collaborate with HR COEs, finance, and senior stakeholders to deliver employee experience and capability outcomes across a global, matrixed organization.

Senior People Business Partner advising GTM leaders on org design, leadership effectiveness, talent strategy, succession planning, and organizational health. Support team effectiveness, onboarding, retention, and People function scaling in a fast-growing, globally distributed AI company while mentoring and coaching PBPs and executing both strategy and hands-on programs.

Lead configuration and optimization of Workday Compensation and Performance systems; design compensation and performance processes; implement AI-enabled automation (Copilot, Power Automate) to streamline HR operations; configure Workday modules, manage releases and testing; develop reports, dashboards, and analytics; ensure data governance, security, and compliance; engage stakeholders, provide training and support, and mentor junior analysts.

The HR Business Partner is responsible for enhancing organizational health, supporting leadership effectiveness, and improving employee performance through coaching, employee relations and performance management strategies.

Support M&A due diligence by collecting and validating HR data, analyzing compensation and benefits, building workforce and cost models, identifying compliance risks, and preparing executive-ready PowerPoint and Excel deliverables to inform integration and deal decisions.

The Director of Human Resources will lead HR strategies, oversee talent acquisition, and support organizational growth while fostering an inclusive workplace.

The HR Operations Specialist will manage employee lifecycle, optimize HRIS, support employee relations, administer benefits, ensure compliance, and foster company culture in a fast-growing tech environment.

The Head of HR strategically leads all HR functions, fostering a positive workplace culture while managing talent acquisition, employee relations, and compliance.

Assist higher education clients in enhancing HR operations as an HR leader. Responsibilities include oversight of projects, training, and aligning HR processes.

Serve as the regional HR Business Partner managing complex employee relations, conducting workplace investigations, advising and coaching managers, supporting workforce planning and compliance, driving culture and employee experience initiatives, and analyzing people metrics to recommend proactive interventions across multiple clinic locations.

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.

Lead HR operations and administration across the employee lifecycle, managing onboarding, HRIS/Workday data, compliance, employment verifications, records retention, reporting, process improvement, audits, and HR service delivery while partnering with Talent Acquisition, Payroll, Benefits, and business leaders.