Top HR Jobs in Boise, ID

Provides outsourced HR consulting and support to clients across benefits administration, performance management, onboarding, offboarding, compliance, HRIS optimization, documentation, and general HR operations. Builds client relationships, addresses HR concerns, researches employment regulations, improves processes, and contributes to service-line growth and business development.

Partners with Claude Corps leaders and managers on employee relations, performance, policies, and workforce needs. Owns high-volume, multistate fellow onboarding, including background checks, I-9, payroll, benefits, records, and employment documents. Manages onboarding support staff, oversees workload and quality, handles leave and accommodation coordination, maintains HR guidance, and improves processes through technology and automation.

Provides outsourced HR advisory and operational support to clients, including employment compliance, handbooks and policies, employee lifecycle processes, benefits administration, employee relations, and performance management. Manages smaller client engagements, coordinates deliverables, researches employment requirements, communicates HR guidance, and escalates complex issues. Contributes to internal HR tools, templates, and process improvements while maintaining current knowledge of employment trends.

Own end-to-end workplace investigations involving harassment, discrimination, retaliation, and policy violations. Advise leaders and HR partners on employee relations, accommodations, performance, and separations; maintain case documentation and tracking; identify organizational trends; support policy improvements and manager training; and provide impartial HR-for-HR oversight. Partner with Legal and external counsel on sensitive matters while using AI tools to assist investigation planning, evidence summaries, and reporting.

Provides site-level HR support at a remote mining operation, including recruitment coordination, onboarding, benefits administration, training logistics, HRIS and employee-record maintenance, attendance and payroll coordination, employee assistance, and support for investigations and disciplinary processes. Requires independent work in a rotational 14-days-on/14-days-off camp environment, frequent travel, 12-hour shifts, mine-site mobility, PPE use, and compliance with employment policies and regulations.

Provides broad HR support across the employee lifecycle, including onboarding, employee relations, leave administration, benefits, compensation, compliance, HRIS, records, reporting, and employee engagement. Partners with leaders on workforce issues, delivers training and communications, maintains accurate employee data, supports HR projects, and drives process improvements across growing, multi-site healthcare operations.

Leads the design and domain ownership of AI agents for enterprise HR operations, including payroll, time, benefits, and employee changes. Tailors solutions for customer policies and systems, supports implementations and escalations, and represents the company in executive workshops, demos, RFPs, and market engagements. The role requires deep HR operations expertise, HR technology implementation experience, compliance knowledge, process automation judgment, and the ability to translate complex HR processes into accurate agent behavior.

Manage broad HR responsibilities across the employee lifecycle, including employee relations, performance management, investigations, disciplinary actions, benefits administration, onboarding, offboarding, compliance, policy interpretation, HRIS data, and documentation. Partner with managers and cross-functional teams, provide confidential guidance, identify risks, and support employees across multiple locations. The role requires sound judgment, discretion, organization, adaptability, and potential for future HR leadership.

Serves as a strategic HR partner for regional leaders and branches across a multi-state workforce. Responsibilities include leadership coaching, employee relations investigations, employment-law compliance, engagement and retention initiatives, workforce analytics, HR policy improvement, vendor management, and performance development. The role is remote within the Midwest and Central United States and requires at least 25% regional travel.

Leads talent acquisition and broader HR initiatives, partnering with ownership and department heads on workforce strategy, recruiting, onboarding, employee relations, culture, compensation, benefits, compliance, performance management, and development. The role may emphasize full-cycle recruiting or broader HR management, including 401(k) administration. Requires strong communication, discretion, employment-law knowledge, and 5–10 years of progressive HR or talent acquisition experience.

Manages HR operations and shared services, leading HR operations specialists and generalists. Oversees onboarding, offboarding, employee relations, HR calendars, compliance, payroll coordination, HR data, and enterprise HR programs. Improves workflows, automates manual processes using AI and HR platforms, maintains documentation, supports global offices, and ensures service-level performance and a consistent team member experience.

Leads regional HR strategy across 600+ stores, advising senior leadership and managing HR Business Partners. Oversees talent planning, succession, organizational development, employee engagement, retention, change management, workforce analytics, employee relations, compliance, and organizational effectiveness. Partners with HR centers of excellence, Legal, and Employee Relations to address workforce risks and business needs. Remote role requiring up to 50% travel across the Great Lakes region.

Leads regional HR strategy across 600+ stores, advising senior leadership, managing HR Business Partners, and driving talent planning, succession, organizational effectiveness, engagement, retention, and change initiatives. Uses workforce analytics to address staffing, turnover, employee relations, compliance, and leadership capability. Partners with HR centers of excellence, Legal, and Employee Relations to deliver consistent people practices and resolve complex workforce matters.

Leads regional HR strategy across 600+ stores, advising executives, managing HR Business Partners, and integrating talent, employee relations, organizational development, compensation, and workforce planning. Owns succession, engagement, retention, organizational change, compliance, and leadership development initiatives. Uses workforce analytics to address staffing, turnover, labor spend, and performance issues while ensuring consistent HR practices across Georgia, Alabama, and Florida. Remote role requiring up to 50% travel for market visits and leadership engagement.

Leads regional HR strategy across 600+ stores, advising senior leadership on workforce planning, talent, organizational effectiveness, employee relations, compliance, engagement, and change. Directs a team of HR Business Partners, oversees succession and retention strategies, uses workforce analytics to guide decisions, and partners with HR centers of excellence, Legal, and Employee Relations. The remote role covers multiple Mid-Atlantic and Southeastern states and requires up to 50% travel for market visits and leadership engagement.

Supports employees and managers on hiring, relocation, benefits, compensation, performance, career development, employee relations, and HR policies. Serves as the first point of contact for HR concerns, coordinates training and recruitment activities, supports engagement initiatives, administers HR processes, ensures data privacy and legal compliance, and assists with employee and management development in an onsite manufacturing environment.

Leads strategic HR partnership for Commercial and Product organizations, including Sales, Marketing, and Product. Advises executives, leads and develops HR Business Partners, and drives workforce planning, organizational design, talent reviews, succession planning, leadership development, employee relations, rewards, performance, culture, and change initiatives. Connects people strategies to business growth and operating results while partnering with HR centers of excellence, Finance, Legal, and business leaders.

Leads HR strategy and day-to-day people operations for North American and EOR teams. Partners with executives on organizational planning, retention, compensation, benefits, compliance, employee relations, learning and development, and internal communications. Manages a two-person People team, owns Rippling and the People Ops budget, coordinates globally with Israel-based HR leadership, and ensures alignment across U.S. and Canadian policies and processes.

Provides fractional HR support to nonprofit and small-business clients, including payroll and benefits administration, onboarding, offboarding, HRIS and employee-record maintenance, policy support, compliance training, and employee communications. The role manages multiple client priorities, audits payroll and HR records, supports California employment-law compliance, improves HR processes, and contributes to project management and special initiatives in a remote, client-facing environment.

Manage end-to-end payroll through a PEO, administer HRIS data, support employees with payroll and HR inquiries, ensure multi-state compliance, generate reports, and optimize HR workflows. Lead the organization’s 2027 transition from its PEO to an independent payroll and HR technology stack, including system selection, implementation, tax setup, SOP development, controls, and employee training.

Strategic HR Business Partner supporting the Sales organization and senior commercial leaders. Responsibilities include organizational design, workforce planning, talent management, people analytics, change management, manager coaching, compensation planning, employee relations, and diversity initiatives. The role partners with Talent Acquisition, Legal, Compensation, and Sales Enablement to build high-performing, scalable revenue teams.

Lead Clinigen’s global HR Business Partner organization and advise senior executives on workforce, organization, talent, succession, leadership, performance, and change strategies. The role develops regional HRBPs, drives organization design and workforce planning, supports transformation, restructuring, M&A integration, and strengthens a globally consistent HRBP operating model while preserving regional expertise.

Leads global Total Rewards, including compensation, benefits, incentives, recognition and mobility, while overseeing People Operations, HR systems, payroll governance, workforce data and reporting. Owns the HR technology roadmap, process automation, data standards, executive dashboards and global payroll controls. Partners with Finance, IT, Legal and business leaders to deliver scalable employee processes, and leads a team spanning Rewards and People Operations.

Supports and optimizes Workday and other HR technology platforms, develops reports, dashboards, metrics, and workforce analytics, and maintains HR data quality, governance, security, and reporting accuracy. Partners with HR, Finance, IT, and business stakeholders on requirements, system enhancements, releases, integrations, process improvements, and data insights. Provides functional troubleshooting, documentation, user guidance, compliance reporting, audits, and recommendations that improve workforce outcomes and HR effectiveness.

Supports day-to-day HR operations across multiple locations, including employee records, hiring compliance, background and drug screenings, onboarding, offboarding, orientations, and HR inquiries. Coordinates start dates, equipment, system access, uniforms, and paperwork. Leads safety, engagement, training, feedback, and retention initiatives while assisting with employee relations, compliance investigations, and conflict resolution.