Top HR Jobs in Dallas, TX

Provides HR operational support to HR advisors, managers, and employees; generates reports and analytics; supports performance and talent management cycles; contributes to HR initiatives and projects; improves HR processes; and maintains controls. The role requires cross-functional collaboration, strong analytical and communication skills, advanced Excel and PowerPoint expertise, and familiarity with HR information systems.

Serve as a strategic HR partner to global business leaders, aligning workforce planning, talent management, organizational design, performance management, and change initiatives with business goals. Analyze people data and leader feedback to recommend talent solutions, support organizational changes, manage HR processes, and create executive-ready materials for succession, workforce, and talent reviews. Collaborate with HR centers of excellence, Legal, and Finance.

Supports emerging talent strategy for undergraduate and graduate programs. Designs onboarding, learning, development, performance management, promotion, and talent review programs; creates training and communications; leads sessions for early-career employees and managers; and partners with business leaders on talent development, retention, and leadership engagement.

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.

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.

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.

Advises senior leaders on workforce strategy, organizational design, talent and succession planning, compensation, performance, conduct, and organizational effectiveness. Leads people agenda execution, analytics-driven recommendations, complex employee matters, cross-business initiatives, and large-scale change across a global, matrixed organization.

Partners with Chase Wealth Management leaders on people strategy, talent and performance management, succession planning, compensation, employee relations, leadership development, organizational effectiveness, workforce analytics, and HR initiatives. Provides coaching and guidance on complex employee matters, uses workforce data to inform decisions, and leads HR projects and process improvements.

Advises senior leaders on workforce strategy, organizational design, performance, compensation, succession, talent planning, and complex employee matters. Uses HR analytics to diagnose issues and recommend actions, leads people initiatives and change efforts, and partners with specialist HR teams across a complex global organization.

Recruit hourly airport employees through high-volume outreach, interviews, job fairs, applicant screening, and hiring coordination. Manage ADP recruiting and onboarding, I-9 completion, fingerprinting, badging, orientation, training, employee files, reports, uniforms, parking, and airport access administration. Provide applicant and employee support, conduct orientations and training workshops, coordinate with managers and IT, and address employee concerns. The role requires strong organization, judgment, teamwork, flexibility, excellent attendance, physical mobility, and the ability to work extended hours during terminal or store openings.

Partners with business leaders and employees on HR strategy, employee relations, investigations, workforce planning, organizational design, performance management, talent development, compensation, engagement, and change initiatives. The HRBP also advises managers, leads HR programs, supports organizational capability, and manages strategic projects while traveling as needed for business meetings.

Leads strategic HR partnership for senior executives, aligning talent strategies, organizational design, workforce planning, and HR initiatives with business objectives. Provides executive coaching, influences enterprise talent solutions, drives organizational change, mentors HR professionals, and partners cross-functionally on workforce costs, risk, and compliance. Requires extensive experience in HR business partnering, strategic planning, data storytelling, matrixed environments, and executive communication.

Owns Crowe’s contingent worker and contractor management lifecycle, including worker classification, requisitions, SOWs, onboarding, extensions, compliance obligations, offboarding, records, audits, and risk controls. Advises business leaders and partners with Legal, Talent, Finance, and other stakeholders to ensure compliant engagement practices. The role also improves contractor lifecycle procedures, reporting, controls, and stakeholder communications across business units.

Provide administrative HR support for onboarding, personnel records, compliance tracking, employee inquiries, and office duties. Maintain confidential files, prepare HR documentation, assist with orientation and trainings, support employee engagement events, and help with audits and special HR projects on an as-needed (PRN) basis.

The HR Business Partner supports HR programs across districts and retail stores, including employee relations, investigations, staffing, succession planning, leadership development, training, compliance, ADA processes, and organizational change. The role partners with store leadership, coordinates job fairs and new-store staffing, manages claims and audits, responds to workplace incidents, and maintains regular store visibility. Spanish-English bilingual ability is preferred, along with HR law knowledge, Microsoft Office proficiency, and flexibility to travel.

Supports employees, leaders, and the HR team by providing dependable HR guidance and maintaining a responsive, organized, employee-focused workplace that advances the organization’s patient-care mission. The role requires knowledge of HR functional areas, at least two years of HR experience preferred, and proficiency with Microsoft Office applications.

Provides strategic and tactical HR consultation to complex business units. Responsibilities include employee relations, performance management, compensation, organizational development, HR policy compliance, change management, employee engagement, manager coaching, core HR processes, and acquisition integration. The role also analyzes exit interview data, supports learning and development initiatives, maintains job structures, and advises leaders on employment law and HR best practices. This is a hybrid position based in Richardson, Texas.

Provides broad HR support across recruiting, onboarding, employee relations, benefits, compliance, HRIS administration, reporting, learning, and employee engagement. Supports employees and managers, maintains personnel records, coordinates benefits and leave processes, assists with investigations and performance management, and helps develop scalable HR programs for a rapidly growing infrastructure organization.

The Human Resources Business Partner supports recruitment, onboarding, employee relations, investigations, compliance, performance management, training, HR metrics, HRIS administration, and workforce communications. The role partners with managers and employees to resolve workplace concerns, interpret policies, mitigate risk, improve engagement, and advance people initiatives across compensated and volunteer workforces.

Provides hands-on HR and office operations support, including payroll, benefits, onboarding, offboarding, recruitment, HRIS maintenance, compliance, employee relations, and performance review administration. Manages office supplies, facilities vendors, mail, events, travel administration, safety programs, and ad hoc team support. Serves as the primary employee HR contact while maintaining confidential records and coordinating with internal teams and external partners.

Leads enterprise HR integration, strategic planning, governance, portfolio prioritization, operating model transformation, and cross-functional execution. Develops multi-year roadmaps, implementation frameworks, and accountability mechanisms across HR Centers of Excellence. Advises senior leaders on organizational readiness, change capacity, risks, dependencies, and sequencing. Uses workforce metrics and operational data to guide decisions, improve practitioner experience, and strengthen HR effectiveness across a complex, matrixed organization.

Supports core HR functions including onboarding, benefits administration, employee records, compliance, engagement programs, training coordination, employee relations, exit interviews, reporting, and special projects. The intern works under direct supervision, maintains confidentiality, assists with HR data and process improvement, and gains practical experience across multiple human resources disciplines.

Provides HR support for service centers, including recruiting, onboarding, payroll, benefits, employee relations, workers’ compensation, training, engagement, compliance, HRIS maintenance, and reporting. The role partners with managers and employees, administers policies and disciplinary actions, supports staffing and retention, processes employment changes, and ensures accurate timekeeping and payroll data. English and Spanish fluency are required, along with experience in HR generalist functions and employment law.

Own the full HR function for a scaling, multi-state law firm, including HRIS and payroll administration, compensation, performance management, benefits, recruiting, retention, compliance, reporting, and talent programs. Supervise the HR Manager and Coordinator, advise attorneys and firm leadership, maintain California and multi-state employment compliance, manage stakeholder relationships, support professional development initiatives, and travel regularly between Texas and California offices.

Serves as a strategic HR advisor and primary HR contact for assigned business units. Partners with leaders on talent planning, employee relations, organizational development, change management, compliance, and HR program delivery. Uses workforce data and analytics to identify trends, guide decisions, and measure impact. Coaches managers, facilitates conflict resolution, leads complex HR initiatives, and ensures services meet business needs and applicable laws. Requires strong communication, judgment, consulting, project management, and relationship-building skills.