Top Senior HR Jobs in Houston, TX

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.

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

Fixed-term (maternity cover) Senior HR Business Partner to provide employee relations, manager coaching, performance management, and People program continuity. Partner with leaders, People Ops, Legal, Finance, and Recruiting; support immigration processes and external counsel; maintain compliance and people systems; enable change, talent planning, and manager effectiveness in a fast-paced, remote-first environment.

The Director HR Technology & Talent Analytics leads the global ownership of Workday, enhancing HR data capabilities, managing change, and fostering relationships with executives to leverage workforce analytics.

The Senior Director, HR Business Partnering at MongoDB will lead HR strategies, talent management, and organizational design to drive business growth and culture. The role involves partnering with senior leaders, influencing decisions, and managing a global HRBP team.

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.

The HR Manager will oversee HR operations including recruiting, employee relations, compliance, and employee development in a food manufacturing company.

Lead regional HR operations delivering onboarding, performance management, employee relations, investigations, compliance, and organizational development. Advise regional leaders, maintain HR documentation and job descriptions, collaborate with talent acquisition, payroll, benefits, and HRMS teams, and support policy enforcement. Work remotely while traveling occasionally to regional offices (<20%).

Lead HR strategy and operations for two businesses, serving as a strategic HRBP and hands-on operator. Build scalable HR systems, oversee recruitment, performance management, compliance, payroll coordination, benefits, AR visibility, and HR-related financial reporting. Drive organizational design, workforce planning, culture, and cross-entity shared services while partnering with executive leadership to support growth.

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.

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.

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

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.

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.

Serve as the primary HR Business Partner for Engineering, advising on performance management, employee relations, investigations, org design, promotions, and talent processes. Embed with engineering leaders, analyze attrition and engagement data, partner cross-functionally on hiring and compensation, and implement scalable people programs to maintain high performance in a fast-growing product organization.

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.

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.

Lead HR technology and people analytics execution: manage HR systems (Workday) implementations, integrations, vendor relationships, reporting, and workforce insights. Partner with HR, IT, Finance, and business leaders to deliver scalable HR solutions, data governance, change management, and dashboards to inform talent and business decisions.

Provide strategic, systems-level HR leadership to design and execute people strategy, strengthen HR operations, lead compensation, ensure legal compliance, build and develop HR staff, partner with senior leaders, drive change management, use people data for decisions, and support ministry fund development and travel as required.

The Senior HR Generalist at Honeywell will manage HR functions like employee relations, performance management, and talent acquisition while collaborating with business leaders to align HR strategies with organizational goals.

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.

Serve as HR business partner to corporate groups, advising leaders on workforce planning, hiring, talent management, performance, employee relations, change management, and Workday-driven HR data/analytics to improve retention, development, and organizational effectiveness.

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.

The HR Business Partner will drive people performance, leadership development, and employee relations across corporate restaurants, partnering closely with operations leadership to enhance hiring, onboarding, engagement, and compliance practices.

Lead Workday governance, roadmap, and end-to-end delivery of HR system enhancements. Combine project management and business analysis to elicit requirements, design Workday solutions, manage risks, coordinate testing and deployment, and drive stakeholder alignment and adoption across HR, IT, and business partners.