Top Senior HR Jobs in Dallas, TX

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.

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.

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.

Serves as the HR advisor across multiple entities, managing employee relations, workplace investigations, performance management, corrective action, accommodations, leave coordination, recruiting, onboarding, compliance, HR reporting, and manager coaching. Supervises talent acquisition support and partners with payroll, benefits, and leadership teams on HR operations, workforce planning, and employment-law compliance.

Manages HR compliance, audits, employment reporting, policy development, learning and development programs, succession planning, and leadership development. Partners with Legal and business stakeholders on employment law compliance, communications, and employee programs. Leads special HR projects, tracks initiatives, supports reporting, and mentors an HR communications representative. Requires strong HR knowledge, project management, communication, organizational, and analytical skills in a fast-paced international environment.

Leads global total rewards strategy, including compensation, benefits, recognition, leave, compliance, and workforce cost modeling. Owns the Workday HR systems roadmap, configuration, integrations, governance, reporting, AI automation, data quality, security coordination, and vendor management. Advises executives, partners with Finance, Payroll, IT, Legal, and HR Operations, manages audits and regulatory risks, and leads Total Rewards and HR Systems teams.

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.

Leads onboarding operations for new hires and transferring employees, serving as the primary contact for assigned customer groups. Distributes work, monitors workloads and service levels, resolves escalations, coordinates with HR, IT, hiring managers, and vendors, trains staff, maintains process documentation, and processes onboarding cases. The role is hybrid in Irving, Texas, with in-office work two to three days weekly.

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.

Leads global HR strategy for international offices, advising senior leaders on workforce planning, organizational design, talent, performance, change, and employee matters. Builds scalable HR governance and operating practices while balancing enterprise standards with local employment, cultural, privacy, payroll, benefits, and compliance requirements. Partners cross-functionally with Legal, Finance, Privacy, HR Technology, and local teams, using workforce data to guide decisions. Supports the Hyderabad office and future international expansion, requiring flexible hours and international travel.

Strategic HR Business Partner responsible for translating business strategy into people strategy. The role partners with senior leaders, coaches leaders, supports talent development, leads workforce planning and organizational design, manages change and complex employee relations, and collaborates globally with HR centers of excellence and business partners.

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.

Serves as a strategic HR advisor to senior leadership and business units, supporting workforce planning, performance management, employee relations, onboarding, talent acquisition, engagement, compensation, benefits, compliance, HRIS data quality, and organizational development. Leads HR initiatives, coaches leaders and junior HR partners, and ensures consistent execution of company standards across a multi-site or matrixed organization.

Partners with senior leaders to align people strategies with business priorities, drive organizational effectiveness, and lead scalable HR programs. Responsibilities include workforce planning, organizational design, talent development, performance and change management, manager coaching, compensation guidance, analytics, and fostering inclusive, high-performing teams during growth and change.

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.

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.

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.

Partners with global GTM leaders and the Chief Revenue Officer on organizational design, talent planning, leadership coaching, performance management, succession, engagement, change management, and development. Uses people analytics and AI-native tools to support decision-making while maintaining strong data governance. Collaborates with Talent Acquisition and Compensation on hiring strategies, incentive design, and total rewards. Champions an inclusive, high-performance culture across a scaling SaaS organization.

Provides strategic and day-to-day HR partnership for designated business units, including employee relations investigations, coaching, policy interpretation, workforce planning, and succession planning. Supports unionized workforces through grievance resolution, collective bargaining agreement administration, labor-management relations, and workplace investigations. Partners with legal counsel and leaders on labor matters, organizational changes, and compliance. The role is fully remote within the United States.

Leads the Supply Chain HR Business Partner team and advises supply chain executives on workforce planning, organizational design, labor strategy, retention, succession, performance management, and frontline employee relations. The role supports fulfillment-center operations, peak-season staffing, facility launches, automation changes, compensation programs, and operational improvements across a distributed network.

Partners with senior and operational leaders on employee relations, performance management, organizational development, change management, succession planning, investigations, accommodations, leaves, workers’ compensation, separations, and acquisition integration. Reviews employment actions, contracts, pay equity, HR files, and background checks while ensuring employment-law compliance. Analyzes HR metrics, oversees ethics reports, supports benefits and unemployment matters, and develops HR training and recommendations.

Partner with US leaders, managers, and employees to support organizational growth, performance management, employee relations, talent development, organizational change, culture, and engagement. Build scalable People programs, coach managers, use workforce data and AI to improve processes, and support a distributed workforce within a global technology company.