Top Senior HR Jobs in Houston, TX

Provides outsourced HR consulting and support to clients across benefits administration, performance management, onboarding, offboarding, compliance, HRIS optimization, documentation, and general HR operations. Builds client relationships, addresses HR concerns, researches employment regulations, improves processes, and contributes to service-line growth and business development.

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.

Serves as a strategic HR partner to global manufacturing, fulfillment, and networking supply chain organizations. Advises leaders on workforce planning, talent strategy, organizational effectiveness, employee engagement, leadership development, transformation, and change initiatives. Partners with HR centers of excellence and services teams, supports business planning, coaches senior leaders, and ensures alignment with employment laws, compliance requirements, and organizational objectives.

Supports multi-jurisdictional HR compliance, employment law research, regulatory reporting, audits, remediation, policy updates, and risk assessments. Leads contractor compliance and lifecycle management, including worker classification reviews, agreements, extensions, onboarding, and offboarding. Oversees compliance inquiries, ADA accommodation follow-up, background investigations, RFPs, and due diligence responses while partnering with Legal, HR, Finance, and business stakeholders.

Leads international and domestic HR strategy, including employee relations, workforce planning, organizational effectiveness, talent management, compliance, investigations, and labor relations. Supports mergers, acquisitions, integrations, international expansion, employee mobility, and policy harmonization. Partners with executives, HR business partners, legal counsel, unions, and global stakeholders to drive organizational change, employee engagement, leadership development, and workforce optimization. Manages HR professionals and provides guidance on complex employment matters across multiple countries.

Serves as a senior HR business partner to business leaders while owning enterprise HR process excellence. Advises on employee relations, performance, organizational design, talent strategy, compliance, and workforce planning. Leads HR process redesign, Workday and system enablement, cross-functional projects, change initiatives, and organizational effectiveness efforts. Manages project plans, risks, budgets, timelines, stakeholder communications, and deliverables while partnering with HR centers of excellence and business functions.

Provides broad HR support across workforce reporting, dashboards, benefits and 401(k) administration, HR policies, international activities, employee records, and HR initiatives. Supports mergers and acquisitions through due diligence, planning, and integration. Partners with Finance, Accounting, vendors, employees, and business stakeholders while managing confidential data, competing priorities, and special projects.

Manage day-to-day HR operations across the employee lifecycle, including onboarding, HRIS administration, payroll coordination, benefits, employee relations, leave administration, compliance, reporting, and multi-state workforce support. Partner with HR leadership, Finance, Legal, Talent Acquisition, vendors, managers, and employees to improve processes, maintain accurate records, administer programs, and support employee experience in a growing organization.

Manages human resources activities for a manufacturing plant, including recruiting, onboarding, employee relations, policy compliance, performance reviews, safety coordination, FLSA compliance, training, accident investigations, employee listening sessions, HRIS updates, and payroll review. The role partners with plant leadership and senior HR, supports workforce planning and development, and helps maintain a safe, compliant, and positive workplace.

Serve as a strategic HR partner for Alaska, Mexico, and U.S. corporate business units. Advise leaders on workforce planning, organizational effectiveness, talent management, succession, performance, culture, employee relations, compliance, and capability development. Lead cross-regional and global HR projects, governance initiatives, organizational programs, and process harmonization. Coordinate executive communications, workforce analytics, stakeholder alignment, and HR program implementation across international locations.

The Human Resources Manager serves as a strategic HR partner for administrative departments, supporting recruitment, onboarding, development, performance management, employee relations, compliance, benefits coordination, and offboarding. The role advises leaders and employees, conducts investigations, leads orientation and HR initiatives, maintains Workday records, improves HR processes, and ensures consistent policy application while aligning HR strategies with firm objectives.

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.

Serves as a strategic HR advisor to executive, operational, and business-unit leaders across multiple locations. Manages employee relations, investigations, corrective action, performance management, engagement, retention, compensation, benefits, onboarding, workplace safety, leave management, and organizational change. Ensures consistent policy application, interprets employment regulations, reviews HR metrics, supports culture and process initiatives, and partners with leadership on workforce strategy. Requires strong business acumen, communication, discretion, bilingual English/Spanish skills, and the ability to travel as needed.

Designs, configures, maintains, and supports Workday HR solutions, especially Benefits and Compensation. Partners with HR, IT, Finance, and Infosec to gather requirements, develop technical specifications, test processes, troubleshoot issues, maintain data integrity, build reports, support releases, document systems, and train users.

Serves as a strategic HR partner for operational teams, supporting policy implementation, employee and labor relations, investigations, performance management, organizational change, M&A, and national HR initiatives. Advises unionized and non-unionized leaders, analyzes workforce data, supports negotiations and arbitrations, and partners with shared-services HR teams. Requires English and Spanish fluency, strong labor-relations judgment, HRIS proficiency, and travel to operational sites.

Own end-to-end learning and enablement programs, including manager development, onboarding, workshops, People Team playbooks, and learning architecture. Partner with People Business Partners to address talent gaps, operate the LMS and content library, apply AI to learning workflows, and measure program impact. The role requires strategic business partnership, instructional design, hands-on program delivery, stakeholder influence, and continuous improvement of workforce learning.

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.

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.

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.

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.