Top Senior HR Jobs

Manage the HR department at the fulfillment center, focusing on performance management, employee engagement, training, compensation, and benefits administration.

Lead the HR team for the 737 Program at Boeing, focusing on employee experience, team mentoring, HR process compliance, and stakeholder engagement.

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.

Serve as a strategic HR partner to district/site leaders, driving people strategies, talent development, performance management, change management, workforce planning, and employee engagement. Advise on recruiting, staffing, HR programs, and organizational diagnostics to improve business results and support site openings, closings, and restructurings.

Lead HR systems strategy and operations: administer ADP Workforce Now and related platforms, manage integrations and payroll governance, maintain data integrity and compliance, build dashboards and reporting, drive process automation and AI-enabled HR solutions, and lead cross-functional HR projects to improve employee lifecycle and operational scalability.

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.

Lead and develop HR risk advisory teams to assess HR regulatory applicability, design and document controls in FUSE, support audits/exams, advise on HR policies and processes, perform gap and risk assessments, and drive risk reporting, process improvement, and enterprise compliance across HR.

Serve as HR business partner for Supply Chain: manage employee lifecycle, employee relations, performance management, talent development, org design, change initiatives, HR operations, compliance, HRIS updates, and HR metrics to drive engagement and workforce effectiveness.

Serve as HR Business Partner for a Houston fulfillment center, leading performance management, employee engagement, talent development, onboarding, and training. Advise managers on employee relations, compensation, benefits, workers' compensation, and safety. Analyze HR data to improve retention and performance. Evening shift; occasional travel may be required.

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.

Serve as a strategic HR business partner to site and field leaders, advising on talent, performance, engagement, change management, workforce planning, recruiting, development, and HR program adoption. Use diagnostics and HR COEs to design solutions, support site openings/closings, coach managers, and drive people strategies aligned to business goals and customer service culture.

Serve as strategic HR partner to site and district leaders, advising on talent, performance, engagement, change management, workforce planning, recruiting, and development. Use diagnostics and HR programs to drive business results, support site openings/closings, and coach leaders to build high-performing, customer-focused teams.

Serve as strategic HR business partner to R+D executives: design organization structures, lead talent and performance processes, coach leaders, use people analytics to inform decisions, and drive cross-functional people initiatives that improve employee experience and manager effectiveness.

Partner with leaders and employees to deliver HR support across functional organizations. Design and implement HR processes, analyze workforce data, lead employee relations and investigations, support policy development, manage union relationships, and drive culture and engagement while balancing strategic and hands-on HR execution.

Partner with sales and marketing leadership to design and deploy HR strategies—talent management, compensation, development, workforce analytics, and organizational planning. Coach leaders, lead HR initiatives and projects, analyze HR metrics, and drive stakeholder alignment to support business goals and leadership succession.

Serve as HR Business Partner for Manheim Detroit, advising leaders on workforce planning, organizational design, union labor relations, employee relations, talent management, and people programs. Lead collective bargaining support, implement People Solutions initiatives across locations, analyze workforce data, and ensure compliance with labor laws and collective bargaining agreements. Provide coaching to leaders and partner with COEs to drive talent strategies and change management.

Partner with business leaders to deliver HR services including talent management, organizational design, workforce planning, employee engagement, change management, compliance, and employee relations for 3rd Party Fleet Services. Lead performance, compensation, and talent processes; analyze organizational data to inform retention and capability-building strategies; advise leaders and implement People Solutions programs.

Lead Fulfillment Center HR operations including performance management, employee engagement, employee relations, onboarding, compensation administration, workers' compensation, benefits, job descriptions, and safety participation. Coach managers, analyze HR data for trends, and develop solutions to improve retention and employee experience.

The Senior Human Resources Business Partner will support the Global Sales & Partnerships organization by advising on HR practices, managing employee performance, and utilizing AI and data-driven insights to enhance organizational capability.

The District HR Business Partner collaborates with leaders on strategic planning, employee development, and enhances organizational performance. They provide HR guidance, conduct talent assessments, manage hiring processes, and drive change initiatives, while ensuring the alignment of HR practices with business objectives.

The HR Business Partner will support approximately 300 employees, manage onboarding, address HR inquiries, ensure policy compliance, and advocate for employee culture.

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 HR Business Partner provides strategic HR counsel to leaders, aligns people strategies with business goals, and drives core HR programs across the employee lifecycle in a fast-paced global environment.

The HR Business Partner II aligns HR strategies with business goals, provides analytics-driven support, engages associates, and facilitates change management initiatives, while advising leaders on HR matters.

The role involves configuring Oracle HCM Cloud for compensation processes, optimizing SQL queries, leading merit and bonus cycles, and supporting compliance audits while collaborating with stakeholders and delivering training.