Top HR Jobs in Baton Rouge, LA

Temporary 6-month HR Administrative Coordinator responsible for onboarding and offboarding, leading in-person new hire orientation, maintaining HR systems and employee files, supporting HR Business Partners and global employee inquiries, auditing HR data for compliance, and collaborating with Recruiting, IT, Legal, and Workplace teams to improve HR processes.

Own and improve HR operations: audit processes, manage onboarding/offboarding, administer HRIS (PeopleForce), coordinate probation and benefits, create SOPs, produce HR analytics and reports, and collaborate with HR, Finance, IT, and Operations to streamline workflows.

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.

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.

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.

The Talent Acquisition & HR Specialist will manage full-cycle recruiting, support talent management initiatives, and assist with administrative support for the HR team.

The HR Generalist manages recruitment, onboarding, staff relations, benefits, performance management, compliance, and HRIS, ensuring organizational effectiveness in staffing.

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.

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.

Lead HR data governance and a team responsible for Workday employee data integrity. Set standards, run audits, resolve complex multi-entity data issues, support cyclical programs (comp/performances), and drive automation/AI initiatives while partnering cross-functionally with HRIS, Payroll, Finance, Legal, and internal audit.

Support HR initiatives across talent development, HR operations, compensation, benefits, recruiting coordination, HR analytics, and employee engagement. Conduct research, generate HR reports, develop resource materials, assist program implementation, and contribute to special projects under the supervision of HR leadership.

Lead people strategy and partner with business leaders to solve organizational challenges. Drive retention, talent assessment, succession planning, org design, compensation, leadership development, and coach managers to enable performance and change.

Provide tactical HR support to a ~500-agent remote contact center, handling employee relations, investigations, coaching, performance management, training, HR documentation, recruitment partnership, and HR projects while ensuring compliance with policies and employment laws.

Manage all onboard HR functions for the cruise ship, including recruitment, training, payroll, benefits, performance management, employee relations, crew welfare, compliance with maritime labor laws, reporting, budgeting, safety/security coordination, and continuous HR process improvements to support crew engagement and operational goals.

The HR Generalist will manage HR programs and projects, handle payroll, ensure compliance, support clients, and optimize HR processes while fostering client relations.

Partner with senior operations leaders to drive workforce planning, org design, large-scale change, talent reviews and succession planning. Provide data-driven insights, strengthen leadership capability, manage employee relations, advise on compensation and partner with HR Centers of Excellence to deliver enterprise HR programs. Support Clinical Operations, Manufacturing, Procurement, and Customer Care. Remote U.S.-based role with ~20-30% domestic travel.

The Principal HR Business Partner will collaborate with Go-To-Market leaders, designing people strategies, supporting organizational design, and enhancing team performance across various functions in the Americas.

The Senior HR Business Partner partners with senior leaders to enhance workforce planning, organizational design, and talent strategy, driving operational effectiveness and improving employee experience in a clinical setting.

The HR Manager will lead HR strategies, manage employee relations, oversee talent management, ensure compliance, and support global workforce operations.

The HR Officer supports onboard leadership in strengthening culture through HR policies, manages employee relations, ensures compliance, and partners with management to meet business needs.

The Human Resources Senior Director will lead HR policies and programs, develop talent strategies, ensure legal compliance, and mentor HR team members.

The HR Business Partner collaborates with management to improve employee focus and productivity, aligning HR strategies with company goals and overseeing HR functions.

The CHRO will lead HR strategies, oversee talent management, staffing, employee development, and ensure compliance with laws. This role involves advising executives on HR trends, policies, and promoting a diverse workplace.

Support recruitment, campus outreach, and partnership development. Source, screen, and shortlist candidates; hire campus ambassadors and sales interns; coordinate onboarding, meetings, and payments; maintain partner relationships and track deliverables.

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.