Top Senior HR Jobs in Dallas, TX

Oversee day-to-day HR operations, employee relations, onboarding, offboarding, compliance, leave administration, benefits support, HRIS data, reporting, and employee helpdesk requests. Advise managers and employees on policies and performance, maintain accurate Rippling records, audit compliance data, and partner with Accounting, Talent Acquisition, and leadership. The role requires independent judgment, strong problem-solving, and the ability to balance strategic HR initiatives with hands-on administrative responsibilities.

The HR Officer supports onboard leadership in strengthening culture through HR policies, manages employee relations, ensures compliance, and partners with management to meet business needs.

Leads corporate HR functions for a distributed federal contractor workforce, including recruiting, employee relations, compliance, benefits, compensation, HRIS administration, onboarding, labor charging, and workforce documentation. Oversees Service Contract Act compliance, federal labor audits, wage determinations, leave programs, benefits regulations, and contract transitions. Supports proposal development, recruiting strategy, and contract performance while advising employees and leadership on policies, grievances, and personnel matters.

Own global people operations and employee experience, including HRIS data management, onboarding, performance reviews, payroll, benefits, compliance, reporting, employment documentation, and EOR coordination. Partner with Finance, Legal, IT, Recruiting, Operations, and vendors to build scalable processes. Drive continuous improvement through analytics, AI, and automation while ensuring accurate employee data and effective employee support.

Serves as a strategic HR partner to leaders and employees across multiple subsidiary companies. Responsibilities include employee relations, performance management, talent development, leadership coaching, workforce planning, organizational change, recruiting support, employment-law and OSHA compliance, and employee experience initiatives. The role collaborates with Recruiting, Learning and Development, Compensation, and HR Operations while maintaining confidentiality and supporting a positive, high-performing workplace culture.

Leads human resources for a hotel, partnering with the General Manager and department leaders on recruiting, retention, employee relations, compliance, benefits, payroll, training, workforce planning, succession, and engagement. Coaches leaders, oversees HR processes, analyzes workforce metrics, maintains employee records, and supports culture and talent development initiatives across the property.

Owns the end-to-end HR function for a distributed U.S. and New Zealand organization. Responsibilities include HR strategy, employee lifecycle processes, payroll oversight, HRIS selection and implementation, policies, internal controls, compliance, employee relations, performance management, compensation, benefits, recruiting, and onboarding. The role partners closely with the CFO, executives, managers, Finance, external counsel, vendors, and New Zealand HR support to build a scalable HR operating model.

Provide strategic HR partnership to business units, lead employee relations investigations, support workforce planning, implement HR programs (performance, compensation, talent development), ensure compliance with employment law, analyze HR metrics, and drive cross-functional improvements to enhance engagement and service delivery.

Leads employee lifecycle processes including recruitment support, onboarding, offboarding, employee relations, HR compliance, HRIS data management, audits, policy administration, and employee support. Serves as an HR subject matter expert, mentors junior specialists, maintains accurate records, responds to legal and audit data requests, and partners with HR leaders and business stakeholders on programs and process improvements.

Supports HR activities throughout mergers and acquisitions, including due diligence, Day 1 readiness, employee transitions, integration planning, workforce changes, compliance, change management, and post-close execution. Coordinates workstreams, tracks milestones, prepares reports and communications, manages confidential information, and collaborates with HR, Legal, Finance, IT, and business stakeholders. Maintains M&A playbooks, project tools, checklists, and lessons learned to improve future integration processes.

Supports Department of the Navy civilian HR operations through DCPDS, DCPS, and DCHRMS transaction processing, testing, quality assurance, troubleshooting, and regulatory compliance. The role analyzes personnel/pay interface issues, prepares system change requests and transmittals, validates releases, maintains salary tables, resolves service tickets, and coordinates with DoD, DFAS, DON, and other stakeholders.

The HR Business Partner advises operational leaders on workforce strategy, employee relations, talent management, leadership development, succession planning, engagement, retention, organizational effectiveness, and change management. The role analyzes workforce data, conducts investigations, manages performance and corrective actions, supports organizational changes, mitigates workforce risk, and translates HR insights into business-focused recommendations.

Serves as a strategic and operational HR partner to construction testing, laboratory, engineering, and project-management divisions. Responsibilities include workforce planning, talent acquisition, leader coaching, employee relations investigations, training, compensation support, HR operations, compliance, safety coordination, engagement, and change management. The role requires supporting multisite operations, advising leaders, resolving employee issues, maintaining employment-law compliance, and traveling to DFW-area field sites, laboratories, and offices.

Oversee daily HR operations, including full-cycle recruitment, onboarding, employee relations, performance management, benefits, compliance, HR administration, engagement, and organizational development. Advise leaders and employees on workplace matters, maintain confidential records, support employment-law compliance, administer HR programs, and strengthen retention, inclusion, and organizational culture.

Provides strategic and hands-on HR support, advising leaders on employee relations, investigations, performance management, policy implementation, compliance, onboarding, and organizational development. The role manages sensitive employee matters, supports HR programs, monitors metrics, conducts audits, improves HR processes, and ensures adherence to employment laws. It also partners with business leaders to strengthen engagement, culture, and employee experience.

Manages enterprise HR compliance across multiple states and manufacturing facilities. Oversees labor-law updates, employee policies, OFCCP affirmative action plans, statutory reporting, adverse-impact analysis, HR audits, I-9 and E-Verify compliance, wage-and-hour practices, SOX controls, collective bargaining agreement audits, and NLRA adherence. Coordinates regulatory inquiries and remediation efforts, develops compliance training, and partners with plant leaders, payroll, legal, labor relations, safety, and fleet teams.

Leads Workday implementation, configuration, solution design, governance, integrations, reporting, data validation, testing, and post-go-live support. Partners with HR, IT, Finance, and business leaders to translate requirements into scalable solutions, establish HRIS governance and support models, ensure data integrity and compliance, and manage complex global initiatives. Drives automation, process optimization, documentation, stakeholder alignment, and sustainable HR technology operations.

Manages day-to-day HR services at a distribution center, including employee relations, legal and policy compliance, HRIS data, benefits, recruiting agency relationships, onboarding, training, employee records, reporting, and HR improvement initiatives. Advises managers and employees, supports organizational strategy, monitors training goals, and travels approximately 25%–50%.

Coordinates hourly recruiting and onboarding processes, including requisition approvals, job postings, candidate screening, hiring manager presentations, offer coordination, background checks, I-9 completion, and pre-employment requirements. Ensures compliant, timely workflows and a positive candidate experience while partnering with HR and hiring managers.

The Senior HR Generalist advises field leaders across multi-state corporate centers on employee relations, investigations, performance management, employment-law compliance, workforce planning, engagement, HR metrics, compensation processes, and HR programs. The role manages recurring reporting, supports hourly workforces, partners on talent and organizational changes, and provides actionable recommendations using HRIS and Excel data. Travel is required up to 10%.

Supports Workday and HRIS administration, employee lifecycle transactions, HR reporting, dashboards, process documentation, and operational improvements. Administers global health, wellness, benefits, billing reconciliation, leave programs, and employee inquiries. Manages regulatory filings, HR policy updates, audit readiness, and compliance documentation while partnering across global teams.

The HR Business Partner oversees HR functions for assigned CIRI companies and government contracts, including employee and labor relations, performance management, compliance, FMLA and ADA administration, training, HRIS coordination, metrics, recruitment support, onboarding, and transition planning. The role provides guidance to managers and employees, supervises HR transaction functions, implements HR strategies, and ensures compliance with employment laws and government contracting regulations.

Own and build Stryker Digital’s People Operations and HR function for a growing, distributed workforce. Responsibilities include multi-state compliance, onboarding and offboarding, employee relations, terminations, payroll administration in Rippling, benefits, compensation, performance management, policy development, and HR risk management. The role partners directly with executives, employees, payroll and benefits providers, and employment counsel while establishing scalable HR systems and infrastructure.

Provides HR partnership to site management, advising on talent strategy, employee relations, workforce planning, policy interpretation, labor law compliance, benefits, employee lifecycle processes, engagement, retention, DEI, and change management. Supports HR programs, investigates policy violations, mentors managers, manages employee relations resolutions, partners with Total Rewards, and contributes to corporate, process improvement, and sustainability initiatives.

Partner with business leaders and HR teams to develop and execute people strategies. Responsibilities include talent management, workforce planning, performance management, succession planning, change management, organizational development, HR communications, manager training, compliance, and support for mergers and acquisitions. The role also drives HR initiatives, process improvements, employee engagement, and alignment between business goals and human capital strategies.