Top HR Jobs in Des Moines, IA

Performs broad HR generalist duties including onboarding, offboarding, benefits and leave administration, employee relations, performance management, compensation, HRIS administration, policy implementation, employment law compliance, reporting, and employee investigations. Partners with managers and employees, supports training and organizational initiatives, maintains personnel records, and develops HR programs and solutions.

Manages day-to-day HR operations, personnel leadership, employee relations, performance management, compliance, engagement, workforce analytics, and HR initiatives. Partners with executives and managers, supports federal contractor employment requirements, oversees HR systems and reporting, guides employee lifecycle processes, and leads compliance, workforce planning, and organizational development activities.

The Director of Human Resources partners with the Bagcraft operating unit and leads HR professionals across six U.S. manufacturing sites. Responsibilities include HR strategy, leadership coaching, employee engagement, recruiting, talent management, organizational development, change management, HR analytics, legal compliance, and labor relations. The role oversees union relationships, collective bargaining, grievances, and arbitration while partnering with centers of excellence in talent acquisition, compensation, benefits, and employee experience. Travel of up to 40% within the United States is required.

Senior HR Business Partner supporting Sales and field-based commercial teams across US and Canada. Provide strategic HR partnership to executive and senior leaders on talent strategy, organization design, succession planning, leadership development, change initiatives, performance management, employee relations, and workforce analytics. Collaborate with HR Centers of Excellence and cross-functional stakeholders to deliver integrated HR solutions, coach leaders, and improve organizational effectiveness and employee experience.

Supports the summer internship program through engagement activities, HR initiative implementation, communications, training, recruitment strategy development, and program evaluation. Collaborates with HR professionals to analyze feedback, identify trends, improve processes, and use technology to increase efficiency. The intern also leads initiatives, contributes innovative ideas, and gains cross-departmental experience through projects, community service, and professional events.

Provides day-to-day HR partnership to assigned business groups, advising managers on employee relations, performance management, talent processes, workforce planning, organizational changes, compensation, and employee lifecycle matters. Analyzes workforce trends, supports investigations and people programs, guides organizational effectiveness initiatives, and partners with senior HR leaders and cross-functional People teams in a remote-first environment.

Supports recruitment through job postings, resume screening, interview scheduling, and candidate follow-up. Assists with onboarding, employee documentation, payroll input validation, record maintenance, HR reporting, and employee inquiries about policies, payroll, and benefits. Requires a bachelor's degree and at least one year of HR, recruitment, or payroll administration experience.

Strategic HR partner supporting multiple business units by aligning people strategy with organizational goals. Responsibilities include workforce planning, organizational design, talent management, succession planning, employee relations, organizational change, leadership coaching, and data-driven workforce decisions. The role partners with Finance and HR functions to execute scalable initiatives while addressing day-to-day HR needs.

Own multi-state payroll, HRIS administration, reporting, compliance, benefits, leave administration, and employee lifecycle processes for a 240+ employee organization. Manage Paycom data, access, configuration, audits, and analytics; partner with Accounting on payroll reconciliations, tax registrations, general-ledger mapping, and benefit allocations. Lead open enrollment, support audits, mentor an HR Operations Specialist, and serve as an internal HRIS and payroll subject matter expert.

Support HR Administration by performing data analysis, reporting, dashboarding, testing, documentation, and process improvement. Ensure regulatory compliance, develop/validate queries, research system functionality, support implementations, and train end users.

Design evaluation tasks for AI systems in talent management, employee relations, compensation, compliance, and organizational design. Create HR scenarios, reference outputs, policies, investigation reports, compensation analyses, organizational design proposals, and expert-level rubrics across US and international employment-law frameworks. Apply HR methodologies and enterprise HR tools while distinguishing senior HR judgment from generic knowledge.

Supports employees and managers across HR administration, onboarding, benefits, leave administration, employee relations, compliance, training, safety, payroll, and timekeeping. Maintains confidential employee records, processes HR transactions in ADP, coordinates leave and accommodations, assists with workplace investigations and incident reporting, and provides guidance on HR policies and benefits.

Support recruitment, campus outreach, and partnership development. Source, screen, and shortlist candidates; hire campus ambassadors and sales interns; coordinate onboarding, meetings, and payments; maintain partner relationships and track deliverables.

Owns end-to-end HR operations for US and Canadian employees and contractors, including onboarding, offboarding, benefits, employee records, compliance, employee relations, performance management, compensation reviews, manager training, and HR systems. The role administers Rippling, Lattice, and Ashby, supports SOC 2 compliance, coaches managers through performance issues and PIPs, maintains policies, and coordinates benefits and training vendors.

The HR Officer manages the full employee lifecycle, including recruitment, onboarding, employee relations, performance management, payroll coordination, benefits, leave administration, compliance, HR documentation, and offboarding. The role advises employees and managers, supports policy development, maintains confidential records and HR metrics, coordinates with international stakeholders, and improves people processes in a fully remote environment.

Leads global compensation and benefits programs, including salary structures, incentive plans, equity, benefits, open enrollment, 401(k), leave administration, compliance, audits, and payroll coordination. Owns HR metrics, systems, policies, process improvements, change management, and AI-in-HR strategy. Partners with leadership, vendors, payroll, IT, and external stakeholders to improve employee experience and operational efficiency.

Serves as the first point of contact for employee and leadership HR inquiries involving payroll, benefits, employee relations, HRIS, and recruiting support. Reviews HRIS tasks, supports background checks and E-Verify, maintains employee records, processes employment verifications, manages HR inbox requests, and provides administrative and specialized support to the HR Solutions Team.

Supports leaders and employees across North America on employee relations, performance management, HR operations, leave administration, compliance, onboarding, HRIS updates, reporting, training, engagement, and employee communications. The role partners with managers, maintains employment records, coordinates accommodations and leave processes, supports recruitment and performance programs, and delivers practical HR solutions while improving employee experience and data integrity.

Supports project leadership and employees across HR operations, employee relations, investigations, performance management, onboarding, records management, compliance, payroll coordination, and exit meetings. Advises management on employment-law requirements, maintains confidential personnel information, resolves employee concerns, and recommends HR solutions. The role is primarily remote in Texas but requires travel as needed and schedule flexibility, including evenings and weekends.

Supports the full employee lifecycle through HR administration, employee and manager support, onboarding, HRIS maintenance, reporting, compliance documentation, engagement initiatives, performance and compensation processes, policy administration, and HR projects. Independently manages recurring processes, coordinates stakeholders and deadlines, resolves routine HR questions, identifies issues for escalation, and improves HR workflows and employee experiences.

Participate in a rotational human resources development program supporting HR business partnering and specialist functions such as recruiting, compensation, employee relations, and development. Analyze workforce needs, develop HR solutions, support talent and training initiatives, improve recruiting and communication strategies, and complete hands-on projects with business leaders. The program includes formal training, networking, and potential international assignments before placement on a permanent HR team.

Partners with business leaders to identify capability needs and develop learning strategies, curricula, and development programs. Designs and delivers instructor-led, virtual, blended, and digital learning using adult learning and instructional design principles. Administers LMS content, courses, curricula, assignments, certifications, and reporting, including SCORM materials. Facilitates training, coaches subject matter experts, evaluates learning effectiveness, analyzes data, and continuously improves leadership, onboarding, technical, and professional development programs.

Own end-to-end multi-state payroll, HRIS administration, compliance, reporting, integrations, and HR operations for clients. Lead HRIS and payroll implementations, system configurations, workflow automation, change management, employee lifecycle processes, and stakeholder workshops. Advise clients on employment law compliance, maintain data integrity and audit readiness, resolve payroll issues, and optimize people processes across varied organizations.

Owns the people workstream for mergers and acquisitions from diligence through close and integration. Responsibilities include building diligence questionnaires, analyzing employment and compensation data, assessing risks, modeling compensation and equity structures, supporting negotiations, managing integration readiness, and developing reusable playbooks and automation. The role partners with corporate development, legal, finance, and people leadership while operating across global, confidential, and often ambiguous transactions.

Own the HR function as a hands-on solo operator, managing recruiting, onboarding, multi-state payroll, benefits, HRIS data, compliance, policies, performance cycles, compensation operations, employee relations, engagement, and office administration. Partner with Finance, Legal, IT, and leadership while supporting U.S. and Italy employees, improving workflows, and maintaining reliable people programs in a distributed technology company.