Top Senior HR Jobs in Houston, TX

Consulting role advising clients on HR transformation and workforce technology. Analyze HR processes, design service delivery models, guide HR tech implementations, lead change management, and build stakeholder relationships to align HR with business objectives.

Serve as strategic HR partner to a 2,000+ R&D organization, leading org design, performance calibration, people programs, engagement analysis, and coaching senior leaders to scale the org and improve talent outcomes.

Administer and optimize the HRMS as a Super Admin, configuring modules (payroll, time, benefits, comp), managing integrations, reporting, audits (SOX/ITGC), testing, troubleshooting, automations, and special projects to ensure data security and system performance.

The Principal People Success Partner drives talent strategies for Sales and Marketing, partners with senior leaders, influences organizational health, and leads transformations using AI.

The HR Business Partner executes HR strategy, manages employee relations, leads change management, supports recruiting, and assists with onboarding and offboarding processes.

The Bilingual HR Business Partner strengthens workforce strategy by partnering with leadership, managing HR functions, driving engagement, and fostering a high-performing culture.

As an HR Business Partner, you'll advise on employee relations, engage with leaders on retention strategies, support training, ensure compliance with laws, and assist with recruitment and organizational development initiatives.

Partner with functional leaders to translate business strategy into people strategy. Own org design, performance management, compensation, talent development, engagement, and retention. Provide coaching on career pathing, change management, and sensitive employee issues. Use people data to generate insights and recommendations, build compliant HR policies, manage global employee relations, and collaborate with People Team COEs to deliver cohesive people programs at scale.

The Senior Manager, HR Compliance is responsible for developing and executing a compliance framework across the Americas, managing immigration and global mobility programs, and ensuring adherence to applicable laws and regulations while fostering a culture of compliance within the organization.

Serve as a senior HRIS functional resource to administer, configure, troubleshoot, and improve Workday and related HR systems. Process employee lifecycle transactions, maintain integrations and data integrity, support payroll and compliance reporting (EEO-1, Workers' Comp, year-end), prepare payroll/compensation data, and provide stakeholder support while identifying process improvements and supporting audits and release testing.

Support workforce transformation engagements by leading change management, program and process improvements across HR and payroll. Assess readiness, design communications, analyze workforce data, manage workstreams, coach team members, and support proposals to deliver scalable, sustainable organizational outcomes.

Partner with leaders across the Western Hemisphere to administer HR compliance programs, investigate employee issues via EthicsPoint, advise on policies and employment law, support audits and training, maintain confidential records, and produce compliance reporting and metrics.

Support and improve HR systems and data integrity (PeopleSoft/Oracle Cloud). Liaise with IT and HR BPs to gather requirements, develop test scripts, lead UAT, deliver projects, build management dashboards and visualizations (PowerBI), troubleshoot system issues, ensure data quality and privacy, and manage stakeholder communications to drive global standardization and continuous improvement.

Serve as a trusted HR partner to managers and employees, advising on employee relations, performance management, compensation, talent management, onboarding, leaves (FMLA), HRIS (Workday) transactions and audits, and supporting college recruiting and HR reporting to ensure consistent employee experience.

Serve as a strategic HR business partner supporting Commercial, R&D, and Manufacturing/Operations. Advise senior leaders on workforce planning, performance management, talent development, and change initiatives. Oversee U.S. benefits administration, payroll operations, HR compliance, and HR operations improvements. Collaborate with ESH for safety compliance and with global headquarters to align policies and programs. Lead employee relations, succession planning, and HRIS/data integrity efforts.

Lead and coach a national HR Business Partner team, partner with leaders to align HR strategy with business goals, manage employee relations and investigations, implement performance, compensation, and workforce planning initiatives, support recruitment and change management, and ensure compliance with employment laws.

Partner with field and corporate leaders to implement HR strategy across multiple locations: oversee recruiting, compensation/job analysis, performance management, benefits and HRIS recordkeeping, training, investigations, union relations, employee engagement, acquisitions support, and supervise 1–3 HR staff with ~30% regional travel.

Partner with regional and site leaders across multiple industrial locations to align people strategies with business priorities. Provide HR guidance on employee relations, performance management, workforce planning, talent acquisition, compensation, compliance, and organizational effectiveness. Drive consistent HR practices, analyze workforce metrics, support training and succession planning, lead investigations, and enable change management while maintaining a visible regional HR presence and collaborating with HR centers of excellence.

Serve as a strategic HR advisor to senior leaders, shaping workforce planning, organization design, talent strategy, and change management. Use data and analytics to identify risks, influence decisions, and measure people outcomes. Coach leaders, support employee relations, partner with HR Centers of Excellence, and lead HR transformation initiatives to improve performance, engagement, and organizational capability. Role includes occasional travel (up to 15%) and supervises 1-2 direct reports.

Lead HR communications strategy and content for HR Centers of Excellence. Develop, write, edit, and approve HR messaging, web content, and social engagement; ensure brand alignment; consult with HR and Public Affairs to implement integrated communications and support HR initiatives, projects, and events.

Lead and mentor HR team and serve as strategic partner to operations leaders. Oversee recruitment, benefits, compensation planning, policy design, compliance (FMLA, ADA, EEO), training, succession planning, employee relations, diversity initiatives, and safety-related HR programs. Drive process improvements and support HR operations across company locations.

Oversee HR operations across a multi-site region, acting as primary HR contact for managers and employees. Lead employee relations and investigations, talent acquisition, performance management, compliance audits, HR reporting, onboarding/offboarding, and regional HR initiatives while partnering with leadership to align HR strategies to business goals.

Partner with regional and site leaders to align people strategies with business priorities across multi-site industrial operations. Provide HR guidance on employee relations, performance management, talent acquisition, compensation, compliance, workforce analytics, training, change management, and organizational effectiveness while maintaining a visible regional HR presence and supporting continuous improvement.

The Human Resources Manager will oversee HR policies, employee relations, benefits administration, compliance with labor laws, and enhance workplace culture and employee engagement.

Serve as a fractional HR generalist and project lead: manage multi-state leave and compliance, act as client point-of-contact, execute HR projects (handbooks, policies, onboarding, performance frameworks), track timelines in ClickUp, coordinate with client account managers, draft SOPs, and apply an equity-informed lens to all deliverables and client interactions.