Top HR Jobs in Dallas, TX

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.

Provides HR process guidance and first-contact case resolution through phone, email, chat, and case management systems. Supports benefits, compensation, employee relations, onboarding, staffing, performance management, employee records, HR transactions, and HR data integrity. Conducts benefits and wellness programs, coordinates clinics, tracks participation metrics, escalates complex issues, and contributes to process improvements, reporting, training, open enrollment, and special projects.

Provides HR and training support, including developing and delivering workforce training, identifying training needs, assisting with recruitment and staffing, maintaining personnel files and HRIS records, and preparing classroom and virtual training materials. The role supports employees at construction jobsites and offices, requires English and Spanish fluency, travel, flexible hours, and strong administrative, organizational, communication, and computer skills.

Serves as a trusted HR advisor to business and people leaders, supporting workforce planning, organizational effectiveness, talent decisions, employee engagement, performance management, employee relations, and HR program execution. Uses HRIS platforms, AI-enabled tools, and workforce data to improve processes and provide insights. Partners with Legal and other HR functions on compliance, investigations, sensitive matters, and employee lifecycle activities.

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.

Supports HR operations at a distribution center, including employee relations investigations, recruitment, background checks, onboarding, employee engagement, recognition programs, recordkeeping, compliance, and HR reporting. Serves as a resource for employee concerns, maintains accurate HR databases, and helps promote a positive workplace culture.

Lead full-cycle recruiting for hourly manufacturing positions while supporting onboarding, employee engagement, training coordination, workforce planning, and HR records. Partner with hiring managers, schools, community organizations, and workforce development groups to build talent pipelines. Track recruiting metrics, create reports and dashboards, improve hiring processes, and support culture-building initiatives at a new Arlington manufacturing facility.

Supports HR operations at an onsite distribution center, including recruiting, onboarding, employee relations, performance management, benefits and payroll support, HRIS administration, compliance, employee engagement, and workers’ compensation coordination. Partners with warehouse leaders and employees to maintain accurate records, support development, resolve issues, and promote a positive workplace culture.

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.

Support the HR team with digital file organization, document management, HR trackers, spreadsheets, employee records, recruiting materials, onboarding resources, and administrative projects. The intern will improve filing systems, create naming conventions and process guides, maintain accurate documentation, and help make HR processes more organized, accessible, and efficient while handling confidential information appropriately.

Serves as the first point of contact for employees and managers on HR policies, benefits, compensation, talent acquisition, employee relations, learning, and HR systems. Processes employee data changes, onboarding and offboarding documentation, benefits and leave requests, and basic payroll adjustments. Maintains confidential records, resolves routine inquiries, escalates complex issues, collaborates with HR Centers of Excellence, and recommends process improvements.

Manage and improve HR processes and Workday HCM functionality, including configuration, testing, integrations, reporting, security, audits, and troubleshooting. Analyze employee lifecycle processes, identify inefficiencies, and implement scalable improvements. Partner with HR, technology, and business teams on requirements, change management, system releases, documentation, training, compliance, and performance monitoring.

Recruits and hires high-volume hourly staff for airport food service, retail, and convenience stores. Responsibilities include applicant screening, interviews, job fairs, onboarding, fingerprinting and badging coordination, orientation, training, HRIS updates, reporting, employee support, uniform and parking administration, and airport tours. The role requires excellent service, organization, judgment, teamwork, attendance, adaptability, and the ability to manage high-pressure workloads, occasional weekends, and extended hours during terminal or store openings.

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.

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.

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.

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.