Top HR Jobs in Fayetteville, AR

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.

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.

Partners with business teams to administer HR programs, including onboarding, employee relations, performance management, benefits, talent development, retention, HRIS administration, and compliance. Provides guidance to managers and employees, conducts workplace investigations, supports performance plans and change initiatives, prepares HR reports and presentations, and assists with training, engagement, and organizational development activities.

Provides administrative and applicant-facing support for production-worker recruitment. Responsibilities include scheduling interviews and screenings, assisting with applications, processing employment verifications, conducting multilingual new-hire orientations, entering HRIS data, transferring documentation, and creating employee badges. The role requires bilingual communication, accurate confidential-record handling, and coordination with recruiters and facility teams.

Provides strategic and hands-on HR partnership to Engineering, Product, and R&D leaders. Responsibilities include manager coaching, performance management, employee relations, talent and compensation programs, engagement surveys, exit meetings, organizational effectiveness, risk identification, and policy application. The role supports globally distributed teams during a six-month transition period and requires strong judgment, confidentiality, communication, and operational execution.

Serve as strategic HR partner to G&A senior leaders, leading org design and restructures, driving performance calibration, using data and AI tools to surface org health risks, and translating people strategy into measurable outcomes across global, high-growth teams.

Supports recruiting, interview scheduling, job postings, HR reporting, employee benefits inquiries, database updates, policy distribution, and data entry under close supervision.

Serves as a strategic HR advisor to assigned leaders and business units. Coaches leaders on workforce planning, performance, engagement, retention, succession, organizational change, and employee lifecycle matters. Independently manages complex employee relations investigations, conflict resolution, corrective actions, and separations. Partners with HR functions and Legal, uses workforce data to identify trends and risks, and ensures compliant, well-documented solutions and follow-through.

Volunteer HR Generalist to support recruiting (sourcing, screening, interviewing, onboarding), maintain personnel records and new-hire documentation, coordinate office operations and policies, publish job ads, schedule interviews, prepare reports and presentations, and assist with initial fundraising campaign. Attend weekly meetings and commit to minimum 4+ hours weekly.

Manage HR operations including onboarding, employee relations, and performance management. Support recruitment, implement HR policies for compliance, facilitate training and engagement programs, and analyze HR data to inform decisions and improve employee experience.

The HR Generalist manages payroll records and reviews, employee onboarding, benefits administration, personnel records, employment documents, employee HR inquiries, performance management support, and HR compliance activities. The role partners with Finance and benefit providers, supports managers and employees, and maintains accurate HR systems and processes in a fast-paced SaaS startup environment.

Serves as a strategic HR partner for dispersed employees, leaders, and clients. Responsibilities include employee relations, performance management, compliance, employee lifecycle administration, investigations, policy development, HR program implementation, and collaboration with payroll, benefits, and talent acquisition. The role requires multi-state employment law knowledge, government contracting experience, and the ability to support tribal or Native-owned organizations with culturally responsive HR solutions.

Directs day-to-day HR operations as the Chief People Officer’s primary operational partner. Leads HR staff and HRBP growth, oversees employee relations, ensures employment-law and policy compliance, manages the employee handbook and benefits integration, automates HR workflows, supports culture and engagement, and advises leaders on complex employee matters. Serves as deputy to the Chief People Officer and maintains consistent HR processes, accountability, and coverage across the organization.

Remote HR internship supporting recruitment, onboarding, employee records, engagement, HR operations, compliance documentation, performance management assistance, and general HR administrative tasks.

Manages HR transactions, employee records, audits, regulatory survey support, HR data analysis, and process improvements. The role identifies workflow enhancements, supports HR systems and reporting, advises staff on recordkeeping procedures, handles sensitive employee information, responds to subpoenas and court orders, and contributes to cross-functional HR initiatives and training.

Partners with organizational leaders to align workforce and talent strategies with business priorities. Responsibilities include workforce planning, succession planning, talent development, employee relations, performance management, organizational design, change management, leadership coaching, and using workforce data to identify trends and recommend actions. The role collaborates across HR functions, manages sensitive matters confidentially, and supports teams in a fully remote environment.

Leads HR operations and a team of HR professionals while overseeing employee lifecycle processes, performance and merit reviews, HR policies, compliance, reporting, audits, and process improvements. Advises employees and managers, supports strategic initiatives and organizational changes, improves HR technology workflows, and advances engagement and retention initiatives across a complex, multi-state organization.

Leads workplace accommodation cases from intake through implementation and follow-up. Evaluates ADA-related requests, reviews medical documentation, coordinates leave matters, recommends accommodations, maintains confidential records, and advises employees, managers, HR, Legal, and business leaders. Develops procedures, training, tracking tools, reporting, and manager guidance while supporting employee relations cases and compliance audits.

Leads workplace accommodation cases from intake through implementation, documentation, follow-up, and closure. Evaluates requests under ADA and related laws, manages medical documentation, coordinates leave requests, recommends accommodations, and partners with HR, Legal, managers, Facilities, vendors, and Employee Relations. Develops procedures, training, templates, reporting, and manager guidance while maintaining confidentiality and ensuring consistent, compliant employee experiences.

Build and maintain a pipeline of senior HR executives for interim, fractional, and full-time engagements. Target leaders who develop enterprise HR and people strategies, oversee talent management, shape culture and employee experience, lead organizational design and transformation, ensure HR compliance, and partner with CEOs and boards. Candidates should have extensive HR leadership experience, executive presence, and the ability to drive human-centric, AI-enabled workforce strategies across industries.

Remote HR internship supporting end-to-end talent acquisition. Responsibilities include posting job openings, screening resumes, shortlisting candidates, coordinating interviews, scheduling, and maintaining candidate data. The role includes weekday work from 9 AM to 6 PM, a Saturday discussion session, mentorship, networking, and an internship certificate upon completion.

Serve as a strategic and hands-on HR advisor to multiple departments. Manage employee relations, investigations, performance plans, leave matters, review and pay cycles, workforce reporting, budgeting, compliance audits, engagement, retention, talent assessment, and organizational change. Advise executives and managers while ensuring alignment with US employment regulations. Use generative AI tools for analysis, research, reporting, and communication.

Manage HR strategy and employee lifecycle processes for a globally distributed core business unit. Responsibilities include staffing, onboarding, development, succession planning, performance management, engagement, retention, payroll budgeting, compensation and benefits operations, analytics, compliance, and HR service effectiveness. The role requires strong project management, metric-driven decision-making, resilience, and fluency in both Russian and English.

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.

Serve as US HR SME managing compliance, HRIS (HiBob), PEO liaison (ADP TotalSource), onboarding/offboarding, payroll and benefits (including 401(k)), employee relations and ER cases (PIPs), policy updates, audits, and US-specific HR projects while partnering with global HR and payroll teams.