Top Senior HR Jobs

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.

This role involves leading HR strategy, managing talent acquisition and retention, analyzing workforce metrics, and collaborating with senior leadership and HR Centers of Excellence.

The Senior Human Resources Business Architect will develop HR models, collaborate with stakeholders, evaluate technology solutions, and improve HR process designs.

The HR Business Partner will lead HR initiatives, workforce planning, staffing, and employee relations for 7500+ employees, ensuring alignment and integration with business needs and performance metrics.

Partner with customer care leaders to manage talent lifecycle: onboarding, performance management, benefits administration, employee relations, data-driven coaching, and HR program implementation to improve engagement and retention.

Serve as a strategic HR generalist partnering with site and district leaders to drive people strategies, talent development, performance management, change initiatives, staffing plans, employee engagement, and HR compliance across multiple locations. Coach leaders, support openings/closings, and coordinate with HR Centers of Expertise to implement HR programs.

The HR Manager will own the full employee lifecycle, drive cultural engagement, manage performance processes, support recruiting, and oversee HR operations, contributing to team health and growth.

Lead global Total Rewards and HRIS transformation: own compensation framework and annual cycles, drive Workday Advanced Compensation design and data governance, manage HRIS team, build people analytics, and lead AI/automation adoption across HR operations to improve efficiency and compliance.

Lead HR strategy and partner with fulfillment operations to drive organizational design, change management, talent development, performance management, engagement, retention, and compliance. Build scalable people programs with HR Centers of Excellence and business leaders to support hiring, leadership development, diversity planning, and long-range workforce planning.

Serve as strategic HR partner to district/site leaders, advising on workforce planning, talent acquisition, development, engagement, change management, and performance. Drive people strategies, coach leaders, support HR programs and site openings/closures, and use diagnostics to solve talent and engagement challenges.

The HR Manager will support West Coast Studio Operations by managing employee relations, fostering a positive work environment, and driving HR initiatives such as onboarding, performance management, and talent development.

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.

Support HRBPs to execute people strategies for call center and operations teams. Drive core HR processes (performance, talent reviews, compensation), analyze workforce data and dashboards, advise managers on policies and employee relations, collaborate with COEs, and improve HR operational efficiency and employee experience.

Drive people operations for assigned small business clients: lead hiring, onboarding, performance and compliance; advise leadership on workforce planning, org design, succession, and development; administer HR data, payroll/benefits support, and deliver excellent client service while leveraging HR technology and analytics.

Lead full-lifecycle recruiting for complex, professional, and leadership roles; advise business leaders on hiring strategy and workforce planning; mentor recruiters, drive recruiting best practices, and use analytics to improve talent outcomes.

Serve as a strategic HR partner to district/site leaders to drive people strategies, talent acquisition, development, performance management, change management, engagement, and HR compliance. Advise on workforce planning, coach leaders, support openings/closings, and coordinate with HR Centers of Expertise to implement solutions that improve business results and customer service.

Lead global HR service delivery strategy, drive AI-first transformation and autonomous HR workflows, own HRSD roadmap, improve operations via process redesign and automation, build team capabilities and governance, and influence cross-functional stakeholders to scale ServiceNow HR service delivery.

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 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 Principal People Success Partner drives talent strategies for Sales and Marketing, partners with senior leaders, influences organizational health, and leads transformations using AI.

The HR Business Partner (Operations) aligns HR strategies with business goals, supports employee relations, manages performance, and drives engagement in a fast-paced environment.

Lead HR strategy for R&D as primary HRBP to VP+ leaders (CPO, CTO, CIO). Drive org design, succession, hiring strategy, leadership development, and AI-driven transformation. Build and coach an HRBP team, use people analytics to inform decisions, and partner across People functions to scale processes and measure impact.

Partner with senior Supply Chain leaders to develop and execute people strategy across Market Delivery, Transportation/Final Mile, and Fulfillment. Lead org design, workforce planning, leadership development, change management, and talent initiatives. Advise executives, collaborate with HR Centers of Excellence, use data to inform decisions, and promote engagement and inclusion to enable business transformation and scalable operations.

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.

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.