Top Senior HR Jobs

The Director, HR Business Partner advises senior leaders on workforce strategy, organizational design, talent management, succession planning, employee relations, change management, and executive coaching. The role leads HR Business Partners, oversees complex people initiatives, uses workforce analytics and generative AI insights, manages talent investments and HR technology implementations, and supports performance, engagement, and workforce planning across business functions.

Leads human resources strategy and operations, including recruiting, performance and change management, policies, employment-law compliance, benefits, compensation, training, career development, and employee engagement. Partners with supervisors and managers to address workforce needs, organizational capability, employee relations, and compliance risks. The role also administers salary, incentive, health, and welfare programs while supporting retention, diversity, and organizational improvement.

Leads human resources for a hotel, partnering with the General Manager and department leaders on recruiting, retention, employee relations, compliance, benefits, payroll, training, workforce planning, succession, and engagement. Coaches leaders, oversees HR processes, analyzes workforce metrics, maintains employee records, and supports culture and talent development initiatives across the property.

The HR Business Partner advises business leaders and employees on employee relations, performance management, HR policies, workforce planning, organizational effectiveness, and compliance. The role investigates complex issues, analyzes workforce data, supports HR transactions, coaches managers, improves HR processes, and partners with HR and legal teams. This remote position supports U.S. and Canadian operations, requires standard East Coast hours, and includes travel to company sites and conferences.

Own the HR systems ecosystem, including configuration, workflows, integrations, automation, data integrity, reporting, compliance controls, and Jira intake. Lead system implementations, upgrades, redesigns, documentation, and training while partnering across People Operations, IT, Compliance, Security, Finance, Legal, and vendors. Apply AI and automation to reduce manual work and improve employee support.

Owns multi-state HR compliance and total rewards programs, including employment law compliance, benefits, compensation, leave, accommodations, workers’ compensation, HRIS administration, reporting, audits, immigration, employee relations, and investigations. Manages vendors, supports regulatory filings, leads process improvements and acquisitions integration, and advises leadership on compliance risk, pay equity, benefits, workforce data, and employment practices.

Serves as a strategic HR partner for employees and leaders at a logistics center. Responsibilities include employee relations, performance and attendance management, recruiting, onboarding, workforce planning, engagement, policy administration, compliance, training, organizational development, labor-cost oversight, and temporary workforce management. The role supports hourly and salaried employees, advises leadership, improves HR processes, and requires bilingual English-Spanish communication in an onsite distribution environment.

Leads plant-level human resources operations, serving as a strategic partner to plant leadership. Oversees talent acquisition, onboarding, employee relations, compliance, performance management, HR programs, training, engagement, reporting, and temporary workforce vendors. Develops policies, ensures employment-law compliance, manages direct reports, supports workforce planning, and drives employee and community engagement initiatives within a manufacturing plant environment.

The Director, HR Business Partnering will lead HR partnership for Engineering, Product, and Technology groups. Responsibilities include developing talent strategies, organizational design, workforce planning, change management, employee relations, performance and compensation processes, succession planning, diversity and inclusion, and data-informed workforce decisions. The role requires strategic advising, coaching, stakeholder management, and collaboration with HR Centers of Excellence in a fast-paced, matrixed organization.

Partners with a manufacturing facility’s leadership team to execute HR strategies, manage recruiting and talent processes, support employee engagement, guide organizational change, maintain compliance, and analyze people-related metrics. The role coaches leaders, oversees workforce planning and development, coordinates onboarding and training, and may lead site HR staff.

Manages market-level human resources functions, including employee relations, investigations, recruitment, onboarding, payroll, benefits, compliance, policy implementation, training, succession planning, and HR reporting. Serves as a liaison between employees and management, ensures accurate personnel documentation, resolves payroll and benefits issues, and supports legal and regulatory compliance.

Serve as on-site HR Business Partner supporting operations leaders with talent acquisition, employee relations, performance management, HR policy compliance, HRIS reporting, culture and engagement initiatives, and safety enforcement. Provide strategic HR guidance, handle complex employee issues, lead high-volume recruitment and development, and support site-level HR metrics and reporting.

Supports HR operations and employee lifecycle activities, including pre-onboarding, background checks, I-9 compliance, onboarding workflows, orientations, HRIS data, reporting, employee inquiries, and process improvements. Partners cross-functionally with HR, Recruiting, IT, Payroll, Legal, Benefits, and other teams. Manages Workday, Greenhouse, Enboarder, and Airtable processes while using AI automation to improve efficiency and data accuracy.

Supports HR operations in a manufacturing environment, including employee relations, recruitment, onboarding, employment-law compliance, performance management, engagement, training, workforce development, and change management. Partners with leadership and employees to improve culture, retention, and productivity. Analyzes HR metrics, maintains records, advises on HR matters, and drives process improvements. Requires bilingual English/Spanish communication and progressive HR experience.

Serves as a strategic HR partner for Trane Commercial’s Florida Region, supporting more than 800 employees across sales and service. Advises leaders on talent management, organizational development, workforce planning, succession, employee engagement, labor relations, change management, total rewards, and compliance. Coaches managers, develops HR strategies aligned with business goals, analyzes workforce metrics, collaborates with HR centers of excellence, and drives organizational effectiveness and continuous improvement.

Provides federal HR classification and position management support, including position evaluations, series and grade determinations, job analyses, organizational audits, classification justifications, and review of position descriptions for OPM compliance. Advises managers on staffing and classification changes, processes HR actions through automated systems, maintains records and guidance files, prepares reports, and reconciles HR data.

Partners with firm leaders and employees to deliver strategic HR programs across a global workforce. Advises on performance management, talent reviews, succession planning, employee relations, investigations, compensation, compliance, organizational change, and retention. Uses people data and business metrics to guide decisions, maintains HR transactions in Workday, supports audits and policy development, and improves scalable HR processes. Coaches leaders and collaborates with Talent Acquisition, Compensation, Learning and Development, and other HR functions.

The Senior Human Resources Generalist manages full-cycle recruiting for technical and cleared federal contract personnel, employee relations, onboarding, compliance, and HR operations. The role emphasizes workforce analytics, including Power BI dashboards, Excel analysis, forecasting, and executive reporting. Responsibilities include managing recruiting pipelines, tracking HR metrics, supporting OFCCP, EEO, SCA, and FLSA compliance, maintaining HR systems and handoffs, developing SOPs, and supporting performance management and federal contract transitions.

Serves as a strategic HR advisor to senior leaders, translating business priorities into workforce, talent, organizational effectiveness, and change strategies. Leads workforce planning, organizational design, leadership development, succession planning, employee engagement, and transformation initiatives. Uses workforce data and talent analytics to guide decisions, coaches leaders, advises on complex employee relations matters, and partners with HR centers of excellence. Supervises 1–2 direct reports and travels domestically and internationally up to 15%.

Lead HR support for a 300-person unionized facilities services workforce at NASA Johnson Space Center. Responsibilities include employee and labor relations, investigations, CBA administration, recruiting, workforce planning, training, HR operations, compliance, performance management, employee engagement, and strategic HR partnership. The role advises managers and employees, supports grievances and audits, maintains HRIS records, prepares workforce analytics, and serves as backup to the HR Manager in a primarily onsite environment.

Provide strategic HR partnership to business units, lead employee relations investigations, support workforce planning, implement HR programs (performance, compensation, talent development), ensure compliance with employment law, analyze HR metrics, and drive cross-functional improvements to enhance engagement and service delivery.

Leads employee lifecycle processes including recruitment support, onboarding, offboarding, employee relations, HR compliance, HRIS data management, audits, policy administration, and employee support. Serves as an HR subject matter expert, mentors junior specialists, maintains accurate records, responds to legal and audit data requests, and partners with HR leaders and business stakeholders on programs and process improvements.

The HR Generalist serves as a strategic and operational HR partner for employees and managers in a high-volume, unionized transportation environment. Responsibilities include employee and labor relations, investigations, compliance, compensation administration, performance management, leave administration, unemployment claims, HRIS data management, onboarding, and process improvement. The role requires in-office work in Chicago or Atlanta and travel to operational locations as needed.

Supports employees and managers across employee relations, labor relations, compliance, compensation, performance management, leave administration, unemployment claims, HRIS data maintenance, and onboarding. The role requires experience in unionized, high-volume transportation environments, including collective bargaining agreements, grievance procedures, labor law, and DOT/FMCSA-regulated employees. This position is full-time and in-office in Chicago or Atlanta, with travel to operational locations as needed.

Oversee local human resources operations, including employee relations, performance management, recruiting, payroll coordination, benefits, leave administration, employee engagement, workers’ compensation, and safety compliance. Partner with corporate HR and local leadership while maintaining confidential personnel information. Recruit production associates and administer onboarding, terminations, payroll changes, benefits enrollment, and community giving initiatives.