Top Senior HR Jobs in Houston, TX

Serves as the U.S. country HR partner and integrator for mergers, acquisitions, divestitures, outsourcing, and workforce transitions. Coordinates HR stakeholders across payroll, total rewards, employment law, employee relations, talent acquisition, and other centers of excellence. Reviews workforce due diligence, advises on employment compliance and integration risks, coordinates employee communications and transition documentation, tracks deliverables and dependencies, and supports compliant employee integrations, transfers, and separations.

Leads site-level HR activities for a manufacturing plant, including employee relations, labor relations, union grievance and contract negotiations, recruiting, training, performance and talent management, compensation and benefits, payroll oversight, and advising managers on HR policies and workforce issues.

Leads enterprise HR data, compensation systems, analytics, governance, and technology transformation for a large school district. Oversees HR platforms, dashboards, workforce analytics, pay-for-performance frameworks, data quality, automation, compliance, and policy development. Directs senior teams across compensation, HR systems, and analytics; advises executive leadership; manages cross-functional partnerships with IT, Finance, and Academic divisions; and supports budgeting and districtwide data-informed decision-making.

Manages day-to-day HR operations, shared services, HRIS transactions, employee service delivery, compliance, reporting, analytics, and case management. Supports policy administration, audit readiness, process standardization, automation, data integrity, and HR service improvements. Partners with Legal, Finance, Compliance, and senior HR leadership while mentoring HR operations staff and supporting organizational change.

Leads strategic and tactical HR support for a designated division, advising leaders on employee relations, performance management, compensation, talent management, engagement, organizational development, succession planning, recruiting, compliance, and employment law. Serves as the primary HR partner to leadership, coaches managers, implements people strategies, manages sensitive investigations, and supports regulatory reporting and HR communications across a multisite organization.

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.

Serves as a strategic advisor to senior leaders on workforce planning, organizational design, succession planning, engagement, performance, talent development, and change initiatives. Uses HR data to guide recommendations, coaches and influences leaders, supports culture and manager capability-building, and collaborates with Workforce Intelligence and Employee Relations. The role is fully remote but requires Texas residency, occasional in-person meetings, up to 10% travel, and completion of a background check.

Serves as a strategic HR advisor to business leaders, guiding workforce planning, organizational design, talent and performance management, leadership coaching, people analytics, change initiatives, employee relations, and compliance. Translates business priorities into workforce strategies, identifies organizational risks, supports talent processes, and partners across HR to improve organizational effectiveness and employee experience.

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.

Leads enterprise HR reporting, dashboards, workforce analytics, data governance, quality controls, and reporting automation using Workday and related tools. Partners with HR leaders and business stakeholders to deliver executive-ready insights for workforce planning, talent strategy, compliance, and organizational effectiveness. Serves as a Workday reporting subject matter expert, resolves complex data issues, improves reporting processes, and mentors junior analysts.

Serve as the techno-functional HR technology partner for assigned HR areas, leading design, configuration, testing, implementation, and continuous improvement of Oracle HCM/ServiceNow HRSD solutions. Consult with HR stakeholders, drive product strategy, prioritize requirements, enable automation and reporting, and partner with cross-functional teams, vendors, and Digital to deliver scalable technology solutions and improved employee/manager experiences.

Supports and optimizes HR technology by analyzing requirements, configuring HCM modules, developing tests, resolving production issues, maintaining data integrity, supporting integrations and reporting, and leading system enhancement workstreams. Partners with HR, Payroll, IT, vendors, and business stakeholders while ensuring privacy, security, governance, documentation, training, and continuous improvement. Provides subject-matter expertise, coaches users and analysts, and applies responsible AI practices.

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.

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.

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.

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.

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 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.

Supports daily People team operations across recruiting, onboarding, payroll assistance, benefits administration, employee relations, compliance, HRIS records, training, and employee support. Recruits frontline employees, coordinates background checks and documentation, reviews timekeeping, assists with payroll and open enrollment, maintains policies and compliance reports, and partners with managers on staffing, retention, performance, and engagement initiatives.

Partners with managers and employees on HR policies, employee relations, compliance, performance management, talent development, workforce planning, onboarding, and HR operations. Maintains HRIS data, analyzes workforce metrics, supports compensation and benefits administration, and leads HR projects and process improvements in a technical manufacturing and data center environment.

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.

Lead companywide recruiting and help build the organization’s people infrastructure. Responsibilities include sourcing candidates, developing compensation and retention programs, managing payroll and benefits, overseeing performance evaluations, creating onboarding and training processes, and advising leadership on employment-law compliance. The role supports a distributed team and works closely with executive and legal teams.

Serve as a hands-on HR partner to executive leadership, overseeing benefits, staffing, compensation, employee relations, performance management, succession planning, compliance with employment law, workforce planning, and HR analytics. Manage relationships with staffing providers and directly lead a team of 6–8 professionals to drive HR programs aligned with business objectives.