Top HR & Recruiting Jobs

Senior HR Business Partner advising leaders on workforce planning, organizational design, leadership development, employee relations, and change management. Uses data and HR technology to drive strategic decisions, partners with Centers of Excellence, and mentors less experienced HR staff to deliver enterprise-wide HR solutions.

Lead and coach a retirement operations team delivering Defined Benefit and Defined Contribution services. Oversee case management, reconciliations, controls, audits, vendor management, escalations, and cross-functional coordination to ensure accurate, compliant retirement administration and continuous operational improvements.

Own complex and high-risk employee performance accountability cases, advising managers and HR partners on formal processes, documentation, risk, and legal requirements. Partner with Legal on sensitive matters, guide high-stakes communications, mentor HR specialists, interpret case trends and KPIs, and improve processes, tools, workflows, reporting, and training across the function.

Lead individual contributor driving end-to-end quality for payroll and timekeeping. Analyze data, identify root causes, maintain defect taxonomies, build dashboards, support corrective actions, ensure compliance, and partner cross-functionally to improve payroll controls and employee experience.

Provides onsite HR and labor relations support for a unionized manufacturing plant. Responsibilities include managing union agreements, grievances, negotiations, investigations, hourly employment, workforce planning, talent and performance management, compensation administration, employee relations, onboarding, HR transactions, and leadership coaching. Partners with executives and business leaders to improve engagement, resolve conflicts, ensure compliance, and align HR strategy with business objectives.

Leads GM’s enterprise career development, internal mobility, reskilling, and redeployment strategy, with emphasis on skilled trades and manufacturing populations. Builds operating models, workforce transition pathways, multi-year roadmaps, and success metrics; partners with HR, learning, talent, analytics, and business leaders; uses workforce insights and AI responsibly; and manages a small team. Requires extensive experience in career development, workforce planning, job architecture, reskilling, people leadership, and manufacturing or skilled-trades environments.

Leads enterprise Total Rewards strategy, portfolio governance, planning, budgeting, communications, and execution. Coordinates initiatives across HR, Finance, Legal, Communications, and business planning teams; supports executive decision-making and acts as a proxy for the VP of Total Rewards. Drives AI-enabled transformation, process improvements, OKRs, change management, talent development, and special projects while ensuring alignment with broader organizational priorities.

Serve as a strategic partner to HR Centers of Excellence to design, build, and roll out integrated HR solutions. Lead end-to-end solution buildouts, vendor management, and cross-functional alignment while driving adoption, measuring impact, and continuously improving solutions using data and user feedback.

Lead design and governance of compensation programs for GMs technology organizations. Provide market benchmarking, workforce analytics, scenario modeling, and executive-ready recommendations. Manage and develop a small compensation team, partner with HR, Legal, and Finance, and ensure compliance with governance and regulatory requirements.

Serve as a strategic HR advisor partnering with business leaders to drive organizational design, workforce planning, leadership development, complex employee relations, and change management. Use data and HR technology to diagnose issues, co-create scalable solutions with COEs, influence senior stakeholders, and lead enterprise-level HR initiatives across multiple geographies.