Top Senior HR Jobs

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.

Senior HR Business Partner providing HR consultation and solutions to regional business units. Manages employee relations, performance management, compensation support, workforce planning, and HR compliance. Serves as HR acquisition integration manager for M&A, conducts investigations, advises leaders on organizational design, retention, succession planning, and partners with regional HR teams to implement talent and development initiatives.

Lead enterprise HR change enablement to drive Growth Mindset culture and AI-powered talent capability. Design and execute change strategies, stakeholder and sponsor engagement, scalable change artifacts, and AI capability pathways. Integrate change with governance, learning, and communications, measure adoption and business outcomes, and model AI-first ways of working across a multi-year transformation.

Serve as strategic HR partner to assigned business units: advise leaders, drive organizational change, manage complex employee relations, design talent and development solutions, partner with COEs on workforce planning, and improve engagement and performance.

The Director of HR will design and execute a people strategy, improve talent acquisition, manage performance frameworks, and ensure compliance while cultivating an inclusive culture.

Serve as a strategic HR partner to business leaders, leading employee and labor relations (including unionized workforces), conducting investigations, workforce planning, succession planning, and partnering with HR Centers of Excellence. Use data analysis and financial modeling to influence decisions, coach leaders on performance and development, and design programs to improve engagement and business outcomes. Travel approximately 10%.

Serve as senior HR business partner supporting location(s): manage recruitment, onboarding, benefits administration, employee relations, performance management, HR policy, compliance, strategic projects, and supervise direct reports.

Manage employee relations, onboarding and training, maintain HR records, ensure compliance with employment laws, conduct investigations, support performance evaluation programs, develop HR policies, and deliver monthly HR metrics.

Partner with leaders to deliver HR programs, handle complex employee relations, lead investigations and mediation, administer compensation and compliance, develop leadership and engagement programs, mentor junior HR staff, and support onboarding and employee experience. Bilingual English/Spanish fluency required.

Serve as a senior HRIS functional resource to administer, configure, troubleshoot, and improve Workday and related HR systems. Process employee lifecycle transactions, maintain integrations and data integrity, support payroll and compliance reporting (EEO-1, Workers' Comp, year-end), prepare payroll/compensation data, and provide stakeholder support while identifying process improvements and supporting audits and release testing.

Manage end-to-end employee offboarding and severance processes in a shared-services HR environment. Support RIFs and voluntary terminations, ensure compliance with policies and laws, analyze payouts, prepare severance packets, troubleshoot Workday and bot issues, activate outplacement services, and liaise with HR partners, vendors, and CoE to resolve employee inquiries and improve operational efficiency.

Serve as the on-site HR business partner managing HR programs, employee and labor relations, recruitment, retention, performance management, benefits/compensation administration, data analysis, and supervising HR staff. Partner with leadership on talent planning, succession, policy interpretation, and compliance to drive business goals and maintain a positive work environment.

Partner with corporate and warehouse leaders to develop HR strategy, workforce planning, performance management, compensation, succession planning, employee relations, compliance, and talent acquisition. Drive engagement, retention, and organizational design while supporting onboarding and coaching frontline managers in a shift-based, 24/7 warehouse environment.

Serve as strategic HR leader and change agent for Regulatory, Clinical, Medical, Research and G&A functions. Partner with senior leaders on workforce planning, organizational design, talent development, performance and employee relations. Coach leaders, implement talent solutions, support change initiatives, and collaborate with Talent Acquisition, Total Rewards, Employee Experience and Commercial HRBPs to drive organizational capability and engagement during company growth.

Serve as a strategic HR point of contact delivering end-to-end HR services across the employee lifecycle. Advise managers and employees, manage employee relations and investigations, support cyclical programs (performance, compensation, talent reviews), analyze HR data, maintain Workday records, partner with COEs and business teams, and drive organizational insights to improve employee experience and business outcomes.

Lead day-to-day HR operations and partner with the Director to advise leaders on employee relations, coaching, performance management, talent acquisition, compliance, engagement, onboarding, and HR process improvements while supporting strategic people initiatives.

Lead HR function and strategy, advise executive leadership, manage HR team, oversee recruitment, compensation, benefits, performance management, employee relations, compliance with Washington and HRSA/FTCA requirements, HR operations, policy, investigations, credentialing, audits, and HR-related budgeting.

Provide staffing and classification support for NSWCPD including recruitment, job analysis, position description development, factor and grade determinations, RPA data entry in DCPDS, organizational design recommendations, and compliance with federal HR laws (Title 5).

Provide workforce development HR support for NSWCPD by designing, delivering, and evaluating training; monitoring mandatory training; conducting needs assessments; supporting onboarding, mentoring, recruitment events, and data entry for personnel systems.

Serve as a strategic HR partner to executives and leaders, advising on organizational design and talent strategy; manage complex employee relations and investigations; execute people programs (merit cycles, performance reviews, engagement surveys); maintain HRIS data and people analytics; drive change initiatives and champion an inclusive culture across US and EMEA.

Lead HR service operations for a large resort, overseeing HR coordinators, benefits administration, HRIS (Workday) use, onboarding, compliance, reporting, and process improvements to enhance team member experience and operational accuracy.

Acts as the primary HR contact for regional employees. Executes HR programs including staffing, benefits, employee relations, training, safety, performance management, compliance, disciplinary actions, investigations, and retention strategies. Partners with field and corporate teams and conducts quarterly facility visits.