Top HR Jobs in Dallas, TX

Supports Dallas-based business units as a trusted HR advisor. Partners with leaders on workforce planning, organizational design, talent strategy, performance management, employee relations, compensation, promotions, engagement, change management, and employment-law compliance. Uses HR metrics and people analytics to identify trends, supports investigations and M&A integration, and collaborates with Talent Acquisition, Total Rewards, and Learning & Development to deliver an integrated employee experience.

The Senior Director, HR Business Partnering at MongoDB will lead HR strategies, talent management, and organizational design to drive business growth and culture. The role involves partnering with senior leaders, influencing decisions, and managing a global HRBP team.

Strategic Senior HR Business Partner supporting global Engineering, Product, and Design leadership and North American regional operations. Advises VP-level leaders, leads organizational design, workforce planning, succession modeling, change management, talent strategies, and data-driven organizational diagnostics. Partners with employee relations, compliance, total rewards, talent acquisition, legal, finance, and other centers of excellence to execute integrated people solutions across the United States, Spain, and India.

Partners with Financial Services leaders to develop and execute people strategy, workforce planning, talent management, organizational design, performance management, leadership development, and change initiatives. Advises managers and associates on HR matters, coaches leaders, manages stakeholders, and collaborates with HR partner teams on processes, reporting, inclusion, diversity, and organizational effectiveness.

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.

Nine-week summer analyst internship in Human Resources owning an end-to-end project, using AI and data to generate insights, collaborating with stakeholders, presenting to senior leaders, and participating in mentorship and training. Strong focus on digital-first thinking, Excel, and AI tool usage.

Serve as the strategic HR partner for G&A leaders, leading organizational design, restructuring, performance calibration, leadership coaching, change communication, and people-program implementation. Use employee data, engagement insights, AI tools, and headcount models to guide decisions and identify organizational risks. Support globally distributed teams while handling sensitive personnel information with discretion and partnering with senior executives across Finance, Legal, Compliance, and People functions.

Partner with senior technology leaders to drive workforce strategy, org design, succession, compensation and performance cycles. Advise on complex people matters, lead large change initiatives, use data to diagnose issues and deliver talent outcomes across a global, matrixed organization.

The Sr. People Experience Partner manages HR strategies, enhances employee experience, oversees employee relations, and provides business consultation, while leading direct reports.

Provides general HR support, onboarding coordination, employee engagement, training, workforce planning, employee relations, retention, recognition, and HR process improvement. Partners with operations and talent acquisition teams, prepares correspondence and reports, manages multiple priorities, and aligns HR initiatives with business goals. This is a full-time, local, on-site position requiring strong communication, presentation, organization, conflict resolution, and administrative skills.

Partners with leaders and HR teams to execute people strategies, provide general HR support, improve organizational effectiveness, and manage employee engagement, relations, retention, recognition, training, and workforce initiatives. The role requires strong communication, conflict resolution, organization, multitasking, and business judgment in a high-volume, on-site environment.

Partners with leaders and operations teams to implement HR strategies, improve organizational effectiveness, support workforce planning, and strengthen employee engagement. Manages employee relations, retention, recognition programs, HR initiatives, and process improvements while providing general HR support. Requires strong communication, conflict resolution, presentation, organization, and multitasking skills in a fast-paced, on-site environment.

Partners with leaders and HR teams to implement HR strategies, support employee relations, improve organizational effectiveness, and drive training, engagement, retention, recognition, and process improvement programs. Provides general HR support, resolves employee and customer-related issues, manages competing priorities, and aligns people initiatives with business objectives in a fast-paced, on-site environment.

Provides comprehensive HR support across operations, including HRIS maintenance, policy implementation, compliance audits, payroll and reporting verification, employee record management, employee relations, conflict resolution, engagement, retention, training, and process improvement. Partners with team leaders to align HR initiatives with business goals, manage workforce priorities, and support a high-volume, fast-paced office environment.

Leads HR strategy for nearly 900 venue-based employees across approximately 200 locations. Partners with executive operations leaders on workforce planning, staffing, organizational design, employee relations, investigations, compliance, accommodations, safety, retention, engagement, performance management, and people integration. Establishes consistent HR practices, analyzes workforce data, reduces turnover, and supports multi-state labor compliance. The role requires regular travel to venues and leadership events.

Supports daily HR operations by processing new-hire forms, completing employment verifications, maintaining employee files, updating HR information, administering employee and applicant data in the HRIS, and assisting hiring leaders and the HR team. The role requires confidentiality, attention to detail, strong communication, and the ability to work independently in a fast-paced corporate environment.

Supports leaders across multiple states by managing employee relations, investigations, performance and disciplinary matters, compliance, retention, engagement, onboarding, and workforce planning. Partners with Operations, Finance, Compliance, Credentialing, Recruiting, and senior leadership to align HR initiatives with business goals, use HR analytics for decisions, and strengthen organizational effectiveness. Extensive initial travel of up to 80% is required.

Supports daily HR operations, including recruiting coordination, onboarding and offboarding, employee records, HRIS updates, timekeeping, payroll-related activities, benefits administration, compliance, training documentation, and employee inquiries. Partners with HR Business Partners and the HR Director on employee relations, engagement initiatives, and personnel transactions while ensuring accurate records and adherence to labor laws and company policies.

Supports HR process design, documentation, governance, and continuous improvement across the employee lifecycle. Maintains process repositories and facilitates discovery sessions, analyzes current and future-state processes, and leads improvement efforts. Manages HR projects and workstreams, including planning, reporting, risk tracking, stakeholder coordination, testing, readiness, training, and implementation stabilization. Also supports HR technology implementations, portfolio administration, metrics, and standardized operating practices.

Leads global HR process strategy, governance, standardization, compliance, optimization, and digital transformation. Owns the Oracle HCM Cloud implementation, HR technology partnership, process improvement, and enterprise HR initiative portfolio. Establishes performance metrics, prioritization frameworks, and change management strategies while partnering with senior stakeholders and leading a high-performing team. The role requires extensive progressive HR experience and leadership of global HRIS implementations and enterprise-wide initiatives.

Administer HR, benefits, leave, workers’ compensation, OSHA reporting, unemployment claims, support notices, and compliance communications. Reconcile benefits enrollments, terminations, and billing; coordinate with third-party administrators; respond to employee inquiries; prepare HR and benefits communications; and support departmental projects. The role requires accurate processing, proactive problem resolution, strong communication, analytical skills, and proficiency with Microsoft Office.

Supports HR programs, employee lifecycle activities, and daily HR operations. Administers leave of absence and workplace accommodation cases, coordinates vendors, manages compliance requirements, supports onboarding and terminations, and handles workforce transitions, unemployment claims, and employee engagement initiatives. The role also manages the Executive Welcome program, supports acquisitions and reporting, maintains employee data, and contributes to audits, process improvements, and HR special projects.

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.

Serve as strategic HR partner to senior leadership, driving talent strategy, succession planning, change management, HR risk governance, performance and total rewards alignment, leadership development, and employee engagement to support business objectives during a strategic ownership transition.