Top Senior HR Jobs

The Senior Manager, HR Communications leads internal HR communications by translating HR priorities into actionable messaging, builds engagement strategies, and partners with executives to enhance narrative clarity and messaging consistency globally.

Serve as a senior HR business partner for North America commercial teams, driving people strategy, talent management, succession planning, organizational design, change management, employee relations, people operations, and learning. Use data to inform decisions, influence leaders, and deliver scalable HR solutions while also executing hands-on operational HR tasks and mentoring HR colleagues to build leadership capability across the region.

The HR Project Manager will lead HR initiatives, manage cross-functional projects, and collaborate with HR teams to optimize organizational effectiveness and improve HR service delivery.

As a Senior HR Business Partner, you will partner with leaders to drive performance, manage employee relations, coach leaders, and enhance workplace culture.

Serve as a hands-on HR Business Partner for corporate functions, aligning HR strategy with business needs. Lead talent management, performance reviews, compensation cycles, employee relations, HR operations, and data-driven workforce planning. Coordinate with COEs on recruiting/onboarding, run talent calibrations, draft HR communications, and support firm-wide HR programs and DEI initiatives.

The Bilingual HR Business Partner strengthens workforce strategy by partnering with leadership, managing HR functions, driving engagement, and fostering a high-performing culture.

Serve as the primary HR strategist for U.S. Product and Engineering R&D teams, driving organizational design, talent analytics, performance and compensation cycles, managerial coaching, workforce planning, and initiatives to improve employee experience and leadership development.

The Associate Director, HR Business Partner leads strategic people initiatives, partners with senior leaders, and drives organizational effectiveness at Sarepta. Key responsibilities include talent management, organizational design, change management, and employee engagement.

Lead site-level HR strategies, manage core HR processes, oversee employee relations, analyze HR metrics, and ensure compliance with labor regulations.

Lead and optimize HR Shared Services and payroll administration, managing a team to ensure accurate, timely payroll and lifecycle HR transactions. Drive process standardization, compliance, audits, continuous improvement, and stakeholder partnership across HR, Finance, Legal, Internal Audit and vendors.

Manage HR policies and associate relations, coach leaders, oversee benefits, and run performance management processes while ensuring compliance with laws.

Lead HR business partner for a division: develop people strategies, drive performance management, workforce planning, staffing and talent programs, ensure compliance with employment and regulatory requirements, and support leader communications, engagement and retention.

Serve as HR Business Partner to Commercial leaders, delivering talent management, organizational effectiveness, employee relations, change management, workforce analytics, and integrated HR solutions. Coach leaders, drive adoption of HR programs, resolve employee relations issues, support engagement and retention, and use HR systems and data to inform decisions and improve HR effectiveness.

The Sr. Human Resources Business Partner advises internal clients on HR strategies, manages employee relations, conducts investigations, and drives organizational initiatives using data insights.

The Senior HR Generalist will manage various HR initiatives, including recruitment, employee relations, compliance, and training in a manufacturing environment.

Manage end-to-end talent acquisition and HR operations for the US team: source, interview, onboard, administer HR policies, handle I-9/E-Verify, coordinate payroll and immigration, and ensure labor law compliance while delivering excellent candidate and employee experiences.

The Senior Human Resources Business Partner will develop and implement HR policies for employee relations, talent management, and workforce planning at a production site.

Lead HR strategy and execution for a manufacturing site, partnering with leadership on organizational development, workforce planning, labor relations, talent lifecycle, performance management, compliance, and employee engagement to drive measurable business results.

As an HR Business Partner, you'll advise on employee relations, engage with leaders on retention strategies, support training, ensure compliance with laws, and assist with recruitment and organizational development initiatives.

Drive full-cycle HR for an international, matrixed organization supporting ~1,200 employees. Advise leaders on people strategy, workforce planning, talent development, performance and reward processes, employee relations, recruitment, change and culture initiatives. Lead and coach 1-2 HRBPs and use data and digital/AI tools to inform decisions and improve HR effectiveness.

The VP of Human Resources will shape the people strategy, lead talent acquisition, and strengthen workforce planning and culture to facilitate organizational growth at Seyer Industries.

Lead and scale HR across HQ, fulfillment center, and distributed stylists. Build performance systems, ensure compliance with CA employment law, oversee hourly workforce HR, support workforce planning, labor forecasting, employee relations, onboarding, retention, and partner with leadership to design organizational processes and scalable HR infrastructure.

The HR Director manages HR strategies, oversees employee relations, compliance, and performance management, and leads HR initiatives for organizational growth.

The Sr. HR Business Partner advises divisional leaders on organizational design, talent acquisition, compliance, and employee relations in a fast-paced industrial environment.

Serve as a strategic HR partner for a fast-growing industrial services division supporting ~500 employees. Lead org design, workforce planning, talent acquisition, compensation, performance management, and complex employee relations. Oversee workers' compensation, LOA, return-to-work, and compliance with CA and state laws. Coach leaders, maintain strong field presence, partner with COEs, and support rapid growth in safety-sensitive environments with significant travel.