Top Senior HR Jobs

Provides outsourced HR consulting and support to clients across benefits administration, performance management, onboarding, offboarding, compliance, HRIS optimization, documentation, and general HR operations. Builds client relationships, addresses HR concerns, researches employment regulations, improves processes, and contributes to service-line growth and business development.

Serve as a strategic HR partner to global business leaders, aligning workforce planning, talent management, organizational design, performance management, and change initiatives with business goals. Analyze people data and leader feedback to recommend talent solutions, support organizational changes, manage HR processes, and create executive-ready materials for succession, workforce, and talent reviews. Collaborate with HR centers of excellence, Legal, and Finance.

The Senior Human Resources Coordinator serves as a primary contact for hotel team members, managers, and HR leadership. Responsibilities include managing onboarding and separations, maintaining HRIS and paper records, supporting compliance and customer service training, coordinating employee recognition and engagement events, creating communications materials, and escalating complex HR issues.

Partners with leaders and employees on HR strategy, workforce trends, employee relations, investigations, conflict resolution, policies, engagement, and organizational culture. Designs and implements HR processes, presents workforce insights, supports business outcomes, collaborates with cross-functional stakeholders, and manages union relationships. The role is fully onsite and supports both strategic planning and hands-on HR execution.

Partners with Sales and Marketing leadership to align HR programs with business goals. Manages workforce planning, organizational effectiveness, employee engagement, talent development, performance programs, hiring initiatives, and attrition analysis. Provides data-driven recommendations, supports change management, prepares reports and presentations, and serves as a first-level HR resource for managers and employees.

Manage HR strategy and operations, including employee relations, recruitment, onboarding, retention, compliance, payroll, benefits, HRIS administration, labor relations, and team leadership. Partner with organizational leaders on performance management, employee development, organizational change, investigations, and workforce initiatives while ensuring compliance with employment laws and equal opportunity requirements.

Manages HR strategy and operations across recruitment, employee relations, compliance, payroll, benefits, HRIS, labor relations, and employee development. Partners with leadership on organizational initiatives, advises managers on performance and change management, oversees investigations and staffing, leads direct reports, and manages HR budgets. Requires a bachelor's degree and five or more years of HR generalist experience in a multi-location environment.

Leads strategic HR partnership for the Card business, advising executives and shaping talent strategy, workforce planning, organizational design, leadership development, change management, and human capital risk mitigation. Uses people analytics to drive workforce insights and business outcomes, leads enterprise HR initiatives, and coaches an HR team. Responsibilities include succession planning, skills-gap assessments, recruiting and retention strategies, performance management, and organizational effectiveness.

Designs, configures, and maintains complex global hourly compensation solutions in Workday. Translates wage structures, collective bargaining agreements, legislation, premiums, allowances, and progression rules into scalable configurations. Partners with HR, Payroll, Labor Relations, Reporting, and Technology teams; manages testing, releases, audits, security, EIBs, troubleshooting, documentation, and change governance. Provides Tier 2 support and leads compensation optimization projects across multiple countries and facilities.

Leads HR integrity and compliance programs, investigations, risk assessments, policy development, employee training, and ethical culture initiatives. Oversees compliance investigators, ensures HR practices meet legal and ethical standards, collaborates across functions, and presents compliance programs to senior leadership. The role is based in Phoenix, Arizona, with a hybrid schedule requiring at least three office days weekly.

Manage HR strategy and operations across recruitment, employee relations, compliance, payroll, benefits, HRIS administration, labor relations, and organizational development. Partner with leadership on workforce initiatives, advise managers, investigate employee issues, oversee staffing and retention, lead direct reports, and manage HR budgets. The role requires a bachelor's degree, 5+ years of HR generalist experience, and knowledge of employment laws and HR practices.

Own Vizit’s end-to-end people function, including recruiting, payroll, benefits administration, multi-state compliance, onboarding and offboarding, employee relations, performance support, compensation inputs, and HR documentation. The role partners with executives and managers, administers payroll and benefits in Gusto, fills roles independently, builds HR processes, and maintains accurate employee records and compliance infrastructure.

Own end-to-end workplace investigations involving harassment, discrimination, retaliation, and policy violations. Advise leaders and HR partners on employee relations, accommodations, performance, and separations; maintain case documentation and tracking; identify organizational trends; support policy improvements and manager training; and provide impartial HR-for-HR oversight. Partner with Legal and external counsel on sensitive matters while using AI tools to assist investigation planning, evidence summaries, and reporting.

Leads people strategy and HR delivery for assigned business areas, partnering with senior leaders on organizational design, workforce strategy, talent management, performance, succession, employee experience, culture, change, and employee relations. Manages and develops an HR business partner team, drives consistent HR programs, uses workforce analytics to guide decisions, ensures compliance, and improves processes and organizational effectiveness.

Partner with managers and leaders on performance, employee relations, talent development, team effectiveness, workforce planning, organizational changes, and employee engagement. Coach managers through sensitive people matters, conduct investigations, support talent and performance cycles, and collaborate on employee lifecycle operations, HRIS workflows, documentation, and process improvement within a lean People team.

Provides onsite HR administrative support, including employee orientations, absenteeism and time-off tracking, payroll and timecard adjustments, employee file maintenance, policy documentation, HR communications, and employee support. Serves as a primary contact for HR-related questions and performs additional HR duties as assigned.

Manage hotel-wide HR operations for more than 650 team members, including training and development, leave administration, workplace investigations, HRIS management, employee engagement, labor relations, benefits, compliance, recruitment, performance management, and disciplinary processes. Supervise and mentor HR team members while partnering with hotel leadership to support a diverse, high-performing workforce.

Own the end-to-end People Operations experience, including HR systems, benefits, payroll compliance, leave, unemployment, immigration, perks, and employee lifecycle programs. Improve processes, audit data, document SOPs, and build AI-enabled automations and insights. Partner with Finance, Accounting, IT, and Legal while ensuring multi-state employment compliance and supporting compensation, engagement, feedback, and recognition initiatives.

Partners with engineering leaders and employees on workforce planning, talent management, performance, employee relations, compensation, organizational change, engagement, and HR compliance. Maintains Workday data, monitors workforce metrics, supports recruiting and onboarding, and collaborates with HR Centers of Excellence across U.S. engineering centers. The role requires sound judgment, confidentiality, coaching, data-driven decision-making, and travel to U.S. sites up to 25%.

Supports the strategic people agenda for Agency and Field Experience organizations through HR program delivery, talent reviews, succession planning, workforce reporting, employee and manager support, policy guidance, and collaboration with HR Centers of Excellence. The role analyzes workforce trends, improves HR processes, coordinates special projects, and contributes to technology-enabled HR solutions, including AI tools.

Leads complex HR projects and programs from planning through implementation, managing schedules, budgets, risks, resources, status reporting, and cross-functional workstreams. Partners with HR centers of excellence, business leaders, Store HR, creative teams, and marketing stakeholders to deliver workforce planning, training, performance management, talent, communications, and diversity initiatives. Provides strategic HR guidance, develops business cases, addresses process gaps, and ensures successful execution aligned with organizational objectives.

Leads HR Hire to Retire operations, including HR data management, payroll, employee lifecycle programs, compliance, Workday administration, escalations, process improvement, and enterprise initiatives. Serves as a senior functional authority, manages complex programs and vendor relationships, analyzes operational risks, supports system changes, and partners with Legal, Finance, HR centers of excellence, and business leaders. Develops training, communications, controls, and standard operating procedures while ensuring accurate, scalable, and compliant HR service delivery.

Leads strategic HR partnership and employee relations across a fast-growing manufacturing and operational environment. Partners with executives on organizational design, leadership development, change management, talent strategy, and retention. Manages and develops Employee Relations Managers, standardizes investigations and corrective actions, analyzes systemic workplace issues, and oversees complex employee matters. Requires strong employment law knowledge, conflict resolution expertise, business judgment, and experience supporting production, logistics, or similarly fast-paced organizations.

Serve as the primary HR and Facilities leader for a California operation during an acquisition and integration. Manage employee relations, investigations, performance management, California employment-law compliance, onboarding, recruiting for production and warehouse roles, engagement, records, policies, workforce planning, and corporate HR programs. Support facility maintenance, vendors, workplace services, and office operations while building scalable people practices and a future HR team.

Drives HR operational excellence through process redesign, SLA and KPI analysis, system and knowledge management, requirements gathering, UAT, governance, and continuous improvement. Partners with HR stakeholders to improve service delivery, employee experience, and operational scalability. Supports HR program rollouts, M&A integrations, global entity expansions, Workday data conversions, employee communications, and benefits transitions. Requires strong HR operations, analytics, transformation, stakeholder management, and AI experience.