Top Senior HR Jobs

Supports complex employee and manager inquiries, interprets HR policies and employment laws, and resolves issues independently. Provides employee relations and performance management guidance, reviews separations, mitigates compliance risks, supports audits and investigations, and coordinates workforce administration with Payroll, Benefits, Legal, HR leadership, and IT. Maintains documentation, analyzes workforce trends, and contributes to HR process improvements and guidance materials.

Provides comprehensive HR support across recruitment, onboarding, employee relations, investigations, performance management, benefits, leave administration, workers’ compensation, compliance, and HR operations. Partners with managers and employees, supports union-related matters, administers HR systems including Workday, maintains records, and contributes to corporate HR initiatives and process improvements. The role is on-site at Naval Air Station Fallon, Nevada, and requires the ability to obtain a U.S. government security clearance.

Leads the strategy, administration, configuration, security, integration, and optimization of Kidango’s HR technology ecosystem, including HRIS, payroll, talent, performance, learning, and workforce management systems. Partners with HR, Payroll, Finance, IT, and vendors on implementations, testing, upgrades, reporting, compliance, documentation, training, and data security. Translates business needs into technical solutions and manages HR systems projects and integrations.

Partners with business leaders to align people strategies with organizational objectives. Advises on workforce planning, organizational design, associate relations, talent reviews, succession planning, performance, change management, and employee engagement. Uses HR data to identify trends and inform decisions, oversees exit interviews, supports inclusive high-performing teams, and mentors HR professionals at the senior level.

Partners with organizational leaders to improve workforce effectiveness, retention, engagement, compensation, and team performance. Leads HR initiatives and change management, supports employee experience programs, and handles employee relations matters, workplace investigations, performance management, and employment guidance. Requires progressive HR experience, compensation expertise, workplace investigation experience, and PHR or SHRM-CP certification.

Partners with branch and operations leaders on workforce planning, employee relations, leadership coaching, talent management, engagement, organizational change, benefits and leave administration, and HR compliance. Investigates complex employee concerns, advises on policies and employment laws, supports succession planning and organizational development, and serves as an escalation point for HR Generalists while traveling regularly to assigned branches.

Supports human resources activities at manufacturing plants, including employee relations, recruiting, onboarding, training, compensation and benefits administration, HRIS and payroll data management, performance management, discipline, terminations, and policy communication. Advises plant managers and supervisors, supports employee development, maintains HR records, and assists with local administrative duties and plant events.

The Senior HR Business Partner advises Newsroom leaders on workforce strategy, organizational design, employee relations, performance, talent development, succession planning, change management, and union-related policies. The role interprets workforce data, coaches managers, resolves sensitive employee matters, and coordinates with HR specialists, Legal, and Employee Relations to improve retention, organizational health, and employee experience.

Partners with leaders and branch managers on people strategy, employee relations, performance management, talent development, compensation, and organizational design. Conducts workplace investigations, ensures labor-law compliance, manages HRIS transactions in Workday, and collaborates with HR centers of excellence. Leads engagement, retention, onboarding, offboarding, process improvement, and organizational development initiatives while supporting multi-site field teams.

Serve as a strategic HR partner for multiple small-business and nonprofit clients. Lead client relationships, set HR strategy, coordinate resources, and provide broad generalist support across employee relations, benefits, leave, payroll, compliance, performance management, and policies. Lead organizational change, leadership development, succession planning, and process improvement initiatives while improving HR systems and processes. Manage competing priorities, solve problems independently, and deliver high-quality client service.

Leads Mimecast’s global HR technology, transformation, AI, and people analytics strategy. Owns the integration and architecture roadmap across Workday, Visier, and future platforms; drives automation, responsible AI governance, data quality, privacy, and analytics standards. Advises the CHRO and HR Leadership Team on investments and priorities, manages transformation milestones, and leads a small technical team while partnering with IT, Legal, Security, Finance, and business leaders.

Own immigration case management end-to-end, manage external immigration service providers, and lead cross-functional HR operations projects. Build and document SOPs, dashboards, and automated workflows using Microsoft tools. Partner with HR, Legal, Talent Acquisition, IT, and Finance to ensure compliant, scalable processes and strong stakeholder communication.

Provides onsite HR guidance across employee relations, investigations, recruiting coordination, onboarding, training, compensation, compliance, leave management, workers’ compensation, and return-to-work processes. Partners with managers and HR leadership to implement policies, resolve employee issues, support organizational development, and maintain compliance with employment laws. The role requires flexibility across multiple shifts and at least three years of HR Generalist experience.

Leads HR Generalists and Employee Relations Specialists, overseeing employee support, investigations, escalations, service standards, triage, metrics, process optimization, and compliance. The role develops scalable HR and ER frameworks, allocates resources, manages complex cases, shares organizational insights, and drives continuous improvement while partnering with HRBPs and centers of excellence. It requires significant HR experience, people leadership, process design expertise, and strong operational judgment.

Serves as the primary HR partner for corporate functions and supports the North America HR Director with workforce planning, recruiting, employee relations, performance management, talent development, succession planning, policy implementation, and organizational planning. Coordinates major HR programs and site initiatives, including Alabama and Canadian operations. Bridges English- and Mandarin-speaking stakeholders, prepares executive communications, tracks strategic commitments, and supports confidential employee and leadership matters. Requires strong cross-cultural communication, project coordination, judgment, and confidentiality.

Leads the HR strategy for Thermo Fisher’s Steriles North America network across three sites. Advises senior leaders on workforce planning, organization design, talent and succession, leadership development, performance, culture, transformation, and change management. Partners with Finance, Legal, HR Centers of Excellence, and site leaders to align talent investments with business, productivity, and operational goals. Uses workforce and financial analytics to guide decisions and leads through a complex, multi-site matrix.

Leads HR strategy and execution for an approximately 400-person MBTA account workforce across union and non-union populations. Partners with operations on staffing, retention, employee relations, performance management, labor relations, grievances, investigations, compliance, and workforce planning. Oversees recruiting support, engagement, onboarding, and retention initiatives while advising leaders on employment law, collective bargaining agreements, and risk. Manages an HR Employee Relations Specialist and HR Assistant.

Supports manufacturing plant operations as an HR Business Partner, leading employee relations, talent acquisition, talent management, succession planning, workforce management, organizational development, performance management, training, and change initiatives. Advises leaders, coaches employees, drives organizational effectiveness, brokers HR services, and resolves workplace issues. Requires at least five years of HR generalist or business partner experience in a manufacturing environment.

Leads the company-wide HR strategy and operations, including recruiting, talent development, compensation, benefits, payroll, multi-state compliance, employee relations, performance management, culture, HR systems, workplace policies, and training. Advises the CFO and senior leadership, oversees HR vendors and a supporting HR and Payroll Manager, manages the HR budget, and partners with Operations on workplace safety, office functions, and IT administration.

The Human Resources Manager provides strategic and operational HR support to employees and managers. Responsibilities include employee relations, performance management, investigations, talent acquisition coordination, benefits and payroll support, compliance, training, workforce reporting, HR metrics, onboarding, offboarding, and organizational development. The role partners with HR Centers of Excellence and leads initiatives that improve employee engagement, retention, compliance, and operational efficiency.

Partners with executive leaders to diagnose organizational needs, guide change, and improve culture and effectiveness. Leads employee engagement, performance management, workforce planning, succession management, talent development, and organizational change initiatives. Advises on AI tools for talent acquisition, predictive turnover modeling, and employee experience. Ensures HR policies comply with employment legislation while translating business plans into talent strategies.

Senior HR Business Partner supporting North America and EMEA Sales organizations on talent strategy, workforce planning, organizational effectiveness, leadership development, change management, employee relations, and performance management. The role partners with senior commercial leaders and HR centers of excellence in a high-growth, private-equity-backed environment, using workforce data to guide decisions and supporting organizational transformation across multiple regions.

Serves as a strategic HR advisor to business leaders, translating business strategy into talent and organizational solutions. Responsibilities include talent and performance management, employee relations investigations, leadership development, succession planning, organizational effectiveness, change leadership, HR data analysis, and execution of multiple concurrent HR projects. Partners across HR functions and business teams to improve engagement, performance, compliance, and organizational outcomes.

Serves as a strategic HR advisor to clinical and operational leaders at a medical center. Leads employee relations, workforce planning, talent management, succession planning, leadership coaching, engagement, change management, compliance readiness, and organizational effectiveness. Analyzes workforce metrics, supports core HR processes, mentors HR staff, and partners with enterprise HR teams to align people strategies with organizational priorities.

Serves as a strategic HR advisor to senior leaders across a nationwide, multi-site supply chain organization. Develops workforce and talent strategies, builds leadership capability, manages employee relations risk, supports organizational design and change, interprets workforce data, and leads succession planning and talent reviews. The role also manages HR reports, partners with HR centers of excellence, advances inclusion and engagement, and travels up to 50% to distribution centers.