Top HR Jobs

Supports the Associate Experience team with HR projects spanning learning and development, organizational development, engagement, rewards, recognition, wellbeing, early talent, and performance management. Collaborates with HR team members, supports recurring processes, identifies continuous improvement opportunities, and contributes to leadership capability initiatives. Participates in mentoring, development sessions, community service, networking, and presenting project work to company leaders.

Supports the Associate Experience team on human resources projects spanning learning and development, organizational development, engagement, rewards, recognition, wellbeing, early talent, and performance management. The intern contributes to recurring HR processes, continuous improvement initiatives, and leadership capability development while collaborating with HR professionals and working independently. The internship also includes mentorship, professional development, networking, community service, and presenting project work to company leaders.

Supports the Associate Experience team across Learning and Development, Organizational Development, engagement, rewards, recognition, wellbeing, early talent, and performance management. The intern contributes to HR projects, recurring processes, continuous improvement initiatives, and leadership capability programs while collaborating with team members and working independently. The internship includes mentorship, professional development, networking, community service, and presenting project work to company leaders.

Supports the Associate Experience team on Human Resources projects spanning learning and development, organizational development, employee engagement, rewards, recognition, wellbeing, early talent, and performance management. The intern will assist with recurring HR processes, continuous improvement initiatives, leadership capability development, and collaborative projects while gaining mentorship, networking, and presentation experience.

Advises supply chain location leaders on HR strategy, talent development, engagement, recruiting, leadership practices, compliance, and organizational performance. Coaches leaders and associates, supports talent assessments, staffing plans, communications, audits, training, and engagement action plans. Partners with HR business partners and centers of expertise on organizational solutions, and supports HR activities during new location openings, closings, and relocations. Regularly visits assigned locations to assess engagement and business needs.

Administer learning programs, LMS records, CPE submissions, budgets, course inventories, communications, and operational logistics. Coordinate with executives, facilitators, vendors, instructional designers, and facilities teams. Maintain audit readiness, reporting repositories, and knowledge articles while supporting regulatory requests and measuring learning effectiveness. Apply approved AI tools to improve operational efficiency, reporting, communications, and quality control.

Partner with Engineering and Product leaders on talent strategy, organizational design, workforce planning, performance management, employee relations, career architecture, leveling, and compensation implementation. Analyze workforce metrics, coach leaders, conduct investigations, ensure regulatory compliance, and use AI tools to improve HR processes and decision-making. Collaborate across People, Talent Acquisition, and Learning & Development teams in a fast-growing technology company.

The VP HR Total Rewards designs and oversees global compensation and benefits strategies, ensuring alignment with business goals while managing a high-performing team and compliance across multiple regions.

Leads HR policy programs and processes, including U.S. salaried accommodations, policy governance, SharePoint content, global expansion, benchmarking, scorecards, and continuous improvement. Partners with Employee Relations, Investigations, HR teams, Centers of Expertise, and senior stakeholders to design scalable solutions, measure outcomes, manage risks, and improve employee and manager experiences.

Lead global HR business partnering for R&D, Engineering, Product, Security, and Research organizations. Advise senior technical executives, align talent strategy with business goals, architect AI-native organizational structures, evolve career frameworks, manage succession and retention, guide complex change, and coordinate People Team centers of excellence. Lead a global HRBP team while applying people analytics and executive coaching to improve organizational health, leadership effectiveness, and workforce outcomes.

Provide HR administrative support including new-hire orientations, absence and payroll adjustments, employee file maintenance, drug/background screenings, policy/document editing, HRIS data entry (Paychex or Kronos), and general HR duties while serving as first point of contact for employee HR questions.

Provides comprehensive HR support in a 24/7 manufacturing environment, including employee relations, recruiting, onboarding, offboarding, performance management, policy guidance, benefits and leave administration, payroll coordination, HRIS maintenance, engagement activities, compliance, investigations, training, and continuous improvement. Partners with employees and site leadership, maintains confidentiality, supports audits and projects, and helps ensure compliance with employment laws, EHS policies, and IATF 16949 standards.

Provides strategic HR partnership to leaders across assigned sites, supporting workforce planning, talent development, performance management, engagement, succession planning, diversity and inclusion, communications, change management, recruiting, and organizational restructuring. Coaches leaders, diagnoses workforce challenges, develops people strategies, supports site openings and closures, and partners with HR centers of expertise and talent acquisition to implement effective human capital initiatives.

Own the end-to-end People lifecycle for M&A: lead HR due diligence, partner with Corporate Development, build cross-functional integration playbooks, orchestrate Recruiting/Comp/Immigration/Payroll workstreams, and design day-1 onboarding and retention programs to integrate acquired technical teams under compressed timelines.

Provides on-site human resources administration for night-shift employees. Responsibilities include conducting new-hire orientations, monitoring call-offs and time-off requests, processing timecard and payroll adjustments, maintaining and auditing employee files, updating HRIS records, revising HR policies, communicating benefits information, and supporting employees as the first HR point of contact.

The HR Business Partner advises managers and employees on workforce planning, performance management, employee relations, engagement, organizational development, compensation, benefits, and succession planning. The role handles investigations and conflict resolution, ensures compliance with labor laws, updates HR policies, supports learning initiatives, and analyzes HR metrics including turnover, engagement, and DEI data. This six-month contract requires strong communication, discretion, HR expertise, and the ability to work independently in a fast-paced startup environment.

Provides on-site HR administrative support, including new employee orientations, benefits and policy communication, attendance and time-off tracking, payroll and timecard adjustments, employee file maintenance, audits, and policy documentation. Serves as the first point of contact for employee HR questions and performs additional HR duties as assigned. The role requires strong communication, presentation, interpersonal, organizational, and Microsoft Office skills, along with schedule flexibility.

Supports HR business partners by coordinating talent and performance management processes, managing HR data and reporting, preparing survey materials, communicating policy updates, maintaining HR playbooks and calendars, and improving HR program execution. The role requires strong organization, communication, attention to detail, project coordination, process management, and the ability to translate HR data into clear business insights.

Partners with district and site leaders on workforce strategy, talent development, performance management, engagement, recruiting, change management, organizational effectiveness, communications, and HR programs. Coaches people leaders, supports talent assessments and staffing plans, uses workforce diagnostics to address employee challenges, and contributes to site openings, closings, relocations, and restructurings. Collaborates with HR Centers of Expertise and community partners to support business and hiring objectives.

Serve as strategic HR partner to North America Sales, aligning talent, workforce planning, leadership development, and organizational design with business goals. Lead talent reviews, succession planning, performance management, employee relations, change initiatives, and use workforce analytics and digital/AI tools to inform decisions and improve people outcomes. Coach leaders and manage complex employee relations and transformations.

Partner with leaders and managers on employee engagement, retention, organizational effectiveness, talent management, performance, and change initiatives. Lead complex global employee relations cases and HR program execution, support international mobility, and use people analytics for strategic decisions. Drive AI/ML adoption and optimize HRBP workflows through scalable, AI-augmented solutions.

Partners with senior leaders and employees on HR strategy, organizational effectiveness, workforce planning, leadership development, succession, engagement, change management, and employee relations. Collaborates with global HR centers of excellence, uses people data to guide decisions, leads complex organizational initiatives, coaches leaders, manages sensitive matters, and drives enterprise People program adoption while fostering an inclusive, high-performing culture.

Serve as the strategic HR partner for G&A leaders, leading organizational design, restructuring, performance calibration, leadership coaching, change communication, and people-program implementation. Use employee data, engagement insights, AI tools, and headcount models to guide decisions and identify organizational risks. Support globally distributed teams while handling sensitive personnel information with discretion and partnering with senior executives across Finance, Legal, Compliance, and People functions.

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 the HR business partner for multiple supply-chain locations: develop people strategies, manage and coach HR Advisors/Coordinators, support location leaders on talent, engagement, recruitment, training, compliance, openings/closings, and use HR data to drive organizational performance.