Top Senior HR Jobs in Birmingham, AL

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.

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.

Serves as the strategic HR partner for a geographically dispersed workforce of more than 1,300 hourly employees. Leads onboarding, employee relations, investigations, performance management, engagement, retention, compliance, workforce analytics, and organizational change. Coaches operational leaders, oversees an onboarding analyst, supports talent and succession planning, and drives HR compliance transformation across multiple states. Partners with Legal, Payroll, Recruiting, and other HR functions while ensuring consistent employment practices and workforce effectiveness.

Design evaluation tasks for AI systems in talent management, employee relations, compensation, compliance, and organizational design. Create HR scenarios, reference outputs, policies, investigation reports, compensation analyses, organizational design proposals, and expert-level rubrics across US and international employment-law frameworks. Apply HR methodologies and enterprise HR tools while distinguishing senior HR judgment from generic knowledge.

Partners with plant leadership to execute people strategy, employee and labor relations, investigations, recruiting, performance management, workforce planning, engagement, and compliance. Coaches leaders, develops talent, analyzes workforce data, improves HR processes, and collaborates with shared services and centers of excellence to strengthen culture and employee experience in a manufacturing environment.

Owns end-to-end HR operations for US and Canadian employees and contractors, including onboarding, offboarding, benefits, employee records, compliance, employee relations, performance management, compensation reviews, manager training, and HR systems. The role administers Rippling, Lattice, and Ashby, supports SOC 2 compliance, coaches managers through performance issues and PIPs, maintains policies, and coordinates benefits and training vendors.

Leads global compensation and benefits programs, including salary structures, incentive plans, equity, benefits, open enrollment, 401(k), leave administration, compliance, audits, and payroll coordination. Owns HR metrics, systems, policies, process improvements, change management, and AI-in-HR strategy. Partners with leadership, vendors, payroll, IT, and external stakeholders to improve employee experience and operational efficiency.

Own end-to-end multi-state payroll, HRIS administration, compliance, reporting, integrations, and HR operations for clients. Lead HRIS and payroll implementations, system configurations, workflow automation, change management, employee lifecycle processes, and stakeholder workshops. Advise clients on employment law compliance, maintain data integrity and audit readiness, resolve payroll issues, and optimize people processes across varied organizations.

Owns the people workstream for mergers and acquisitions from diligence through close and integration. Responsibilities include building diligence questionnaires, analyzing employment and compensation data, assessing risks, modeling compensation and equity structures, supporting negotiations, managing integration readiness, and developing reusable playbooks and automation. The role partners with corporate development, legal, finance, and people leadership while operating across global, confidential, and often ambiguous transactions.

Own the HR function as a hands-on solo operator, managing recruiting, onboarding, multi-state payroll, benefits, HRIS data, compliance, policies, performance cycles, compensation operations, employee relations, engagement, and office administration. Partner with Finance, Legal, IT, and leadership while supporting U.S. and Italy employees, improving workflows, and maintaining reliable people programs in a distributed technology company.

Leads enterprise HR reporting, dashboards, workforce analytics, data governance, quality controls, and reporting automation using Workday and related tools. Partners with HR leaders and business stakeholders to deliver executive-ready insights for workforce planning, talent strategy, compliance, and organizational effectiveness. Serves as a Workday reporting subject matter expert, resolves complex data issues, improves reporting processes, and mentors junior analysts.

The HR Generalist partners with business leaders, managers, employees, Talent teams, and HR centers of expertise to deliver employee experience programs and resolve people matters. Responsibilities include employee relations, manager coaching, talent and compensation cycles, investigations, workforce insights, KPI tracking, HR data maintenance in Workday, employment compliance, and organizational planning. The role supports global teams, promotes diversity and belonging, and provides strategic and operational HR guidance across the employee journey.

Administers and improves employee benefits and leave programs, including health, retirement, disability, FMLA, accommodations, and annual enrollment. Ensures regulatory compliance, data accuracy, payroll reconciliation, vendor performance, employee communications, and timely case resolution. Partners with HR, Payroll, Legal, managers, employees, third-party administrators, and HRIS teams on complex cases, system testing, reporting, wellness programming, and process improvements.

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.

Partners with business leaders on employee engagement, performance management, employee relations, workforce planning, talent assessment, organizational design, and manager capability. Coaches leaders through complex people issues, uses workforce and engagement data to guide decisions, supports organizational changes, and collaborates cross-functionally on talent, training, and HR initiatives. The role is remote on the East Coast with hybrid work during transition and requires up to 25% travel.

Supports and optimizes HR technology by analyzing requirements, configuring HCM modules, developing tests, resolving production issues, maintaining data integrity, supporting integrations and reporting, and leading system enhancement workstreams. Partners with HR, Payroll, IT, vendors, and business stakeholders while ensuring privacy, security, governance, documentation, training, and continuous improvement. Provides subject-matter expertise, coaches users and analysts, and applies responsible AI practices.

Supports and optimizes HR technology by analyzing requirements, configuring HCM systems, testing enhancements, resolving production issues, maintaining data integrity, supporting integrations and reporting, and leading project workstreams. Partners with HR, Payroll, IT, vendors, and business stakeholders while ensuring privacy, security, governance, and compliance. Coaches users and analysts and drives continuous process improvement.

Serve as US HR SME managing compliance, HRIS (HiBob), PEO liaison (ADP TotalSource), onboarding/offboarding, payroll and benefits (including 401(k)), employee relations and ER cases (PIPs), policy updates, audits, and US-specific HR projects while partnering with global HR and payroll teams.

Partners with corporate leaders on performance, employee relations, compensation, career development, workforce planning, and manager coaching. Leads calibration, promotion, and merit cycles; advises on complex employee matters; designs scalable HR processes; owns strategic people initiatives; applies AI to improve HR workflows; and mentors fellow HR partners.

Serve as a Workday subject matter expert to configure, test, and deploy HR system enhancements; maintain security roles and data governance; drive process automation; build advanced reports and dashboards; manage integrations (EIB, Studio, APIs, PECI); and lead HR technology initiatives cross-functionally to improve employee experience and operational efficiency.

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.

Supports daily People team operations across recruiting, onboarding, payroll assistance, benefits administration, employee relations, compliance, HRIS records, training, and employee support. Recruits frontline employees, coordinates background checks and documentation, reviews timekeeping, assists with payroll and open enrollment, maintains policies and compliance reports, and partners with managers on staffing, retention, performance, and engagement initiatives.

Serves as a strategic HR business partner to executives and leaders, leading workforce planning, organizational design, talent and performance management, employee relations, engagement, leadership development, compliance, HR operations, analytics, and global people initiatives. The role advises leaders, mentors HR professionals, drives organizational change, improves HR processes, and supports growth, transformation, and employee experience across the organization.

Build and operate core HR processes, including onboarding, offboarding, performance reviews, merit and promotion cycles, career pathing, employee recognition, learning and development, benefits support, and immigration assistance. Own the implementation and configuration of Rippling, using AI tools to improve efficiency while maintaining compliant documentation, data handling, and decision-making practices. Partner closely with employees and managers in a growth-stage company.