Top Senior HR Jobs

Lead HR operations for a senior living community, ensuring compliance with laws, managing recruitment/onboarding, employee relations, leave and workers' comp administration, budgeting for HR, and representing the community with enforcement agencies and legal partners.

Regional HR Manager serves as the primary HR contact for a region, partnering with leadership to implement HR strategies, drive organizational effectiveness, manage performance and engagement, oversee staffing and training, administer policies, and support employee relations.

Lead HR strategy and operations including staffing, recruiting, retention, compensation, benefits, employee relations, compliance, performance management, training, HR Shared Services, HRIS reporting (ADP), and budgeting. Support executive compensation committee, oversee HR & Payroll staff, ensure regulatory reporting, and drive organizational HR policies and initiatives.

Manage benefits, leave administration, HR operations, onboarding/offboarding, payroll and HRIS reconciliations, compliance reporting, employee relations support, and reporting/analytics. Use ADP Workforce Now, advanced Excel, EDI troubleshooting, and AI tools to improve processes, maintain data accuracy, and support audits including 401(k) testing.

Partner with leaders and People Success teams to manage employee relations, talent programs, learning and development, workforce analytics, engagement, communications, compensation administration, and continuous improvement initiatives. Provide HR guidance, support LMS and HR systems, analyze people data, drive process improvements, and support organizational initiatives to enhance employee experience and operational effectiveness.

Manage HR functions with 8+ years HR administration experience. Advise and counsel management and employees, ensure compliance with federal and state labor laws, maintain positive union relations, and recommend or administer disciplinary actions. PHR or SPHR certification required.

Senior HR professional responsible for advising management and employees, ensuring compliance with federal and state employment laws, managing union relationships, and administering discipline. Requires advanced HR certification and extensive HR administration experience to provide counsel and maintain productive labor relations.

Senior HR role requiring 8+ years in HR administration. Ensure compliance with federal and state labor laws, advise management and employees, manage union relationships, and recommend/administer disciplinary actions. PHR or SPHR certification required.

Lead HR functions with 8+ years HR administration experience. Advise management and employees on federal/state employment laws, maintain productive union relationships, administer discipline, and hold PHR or SPHR certification.

Lead HR functions including internal and external communications, recruiting, leave administration, and employee training. Advise management and counsel employees on federal and state labor laws, maintain productive union relations, and ensure EEO compliance.

Manage HR functions with 8+ years HR administration experience. Advise management and employees, ensure compliance with federal and state labor laws, maintain constructive union relations, and recommend/administer discipline. PHR or SPHR certification required.

Serve as HR Business Partner for plant operations, handling labor/union relations, grievances, CBA administration, worker's compensation, compliance, investigations, onboarding/offboarding, performance management, and coaching leaders to attract and retain talent while supporting HR initiatives and regulatory requirements.

Manage end-to-end HR operations for a nonprofit, including recruitment, onboarding, employee relations, benefits, performance management, policy development, legal compliance, training, diversity and inclusion, safety, and change management. Lead or mentor HR staff, drive employee engagement, and ensure adherence to federal and California employment laws.

The Human Resources Specialist performs HR administrative tasks, ensures compliance, coordinates recruitment and onboarding, and addresses employee inquiries, supporting organizational HR operations.

Support NSWCPD HR by developing strategic human capital plans, forecasting workforce needs, conducting HR studies, producing data analytics and visual reports, and maintaining HRIS and automated personnel systems to guide leadership decisions and change initiatives.

Manage end-to-end HR operations including data entry, auditing HRIS, onboarding communications, new-hire documentation (I-9s, background checks), recurring and ad-hoc reporting, interview scheduling, SOP maintenance, and employee-facing HR support to ensure compliance and a positive employee experience.

Lead HR strategy and operations: employee relations, conflict resolution, performance management, onboarding, pay equity audits, training, policy compliance, and HR reporting. Partner with executive leadership and board to align HR with organizational goals and maintain confidential personnel records.

The HR Business Partner will lead HR initiatives, support workforce planning, resolve employee issues, and enhance talent acquisition and retention for Nova's Materials Meteorology Division.

Provide day-to-day HR support for multiple branches including full-cycle recruitment, onboarding, employee relations (investigations/immigration/terminations), training, performance review tracking, HRIS and documentation management, policy communication, and travel to branch locations (~20–30%). Partner with HR team on transfers, change management, and community outreach.

Provide day-to-day HR support for multiple branch leaders including full-cycle recruitment, onboarding, employee relations, training, policy implementation, documentation retention, performance review updates, and regional HR communications. Partner with HR team on transfers, relocations, investigations, terminations, and change management. Maintain community and school relationships and travel to branches as needed (approximately 20-30%).

Serve as a strategic and tactical HR Business Partner for live action and animation production teams, driving talent management, workforce planning, labor and employee relations, leadership coaching, change management, inclusion, and HR program delivery. Partner with leaders and HR functions, manage union-related matters, lead ad hoc projects, and use data and technology to improve processes and outcomes.

Designs and leads Ren's end-to-end onboarding program and employee engagement initiatives, partners with managers and HRBPs, uses AI tools to personalize and analyze feedback, creates manager enablement resources, tracks onboarding and engagement metrics, and drives data-informed improvements across the employee lifecycle.

The Sr. HR Business Partner is a strategic advisor to the sales force, overseeing HR practices and processes, including staffing, performance management, and employee relations, to enhance organizational effectiveness and culture.

Lead development, implementation, and governance of enterprise HR compliance programs across a multi-state workforce. Ensure adherence to employment laws, manage affirmative action and OFCCP readiness, conduct audits and investigations, develop policies, training, and compliance tools, and advise HR, Legal, and business leaders on risk mitigation.

The role involves managing HR programs, providing counsel to leadership, ensuring compliance with laws, and implementing retention strategies, while requiring significant travel.