Top Senior HR Jobs

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 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.

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.

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

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.

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

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.

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.

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 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.

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.

The Training & Development Manager leads the strategy for training programs, manages a team, and partners with operations to build workforce skills in manufacturing.

Provide high-level administrative and operational support to the Program Director across two HR offices. Manage complex calendars, shared inboxes, meeting logistics, event coordination, onboarding/offboarding tasks, basic budget tracking, presentation preparation, and maintain team resources. Serve as a proactive coordinator who anticipates needs, documents meeting minutes and action items, and supports talent acquisition and office operations.

Lead HR for a new, high-growth manufacturing site (4,000+ employees). Build site HR function and team, drive workforce strategy, large-scale hiring, employee relations, compliance, leadership development, HR operations and analytics, and continuous improvement to support ramp and long-term stability.

Serve as the single HR business partner for assigned client groups, providing coaching, employee relations, performance management, recruiting support, organizational development, change interventions, and first-line compensation/benefits support. Lead projects and organization-wide initiatives, partner with People Services and Total Rewards, and advise managers on talent, succession, and performance solutions.