Top Senior HR Jobs

Onsite Senior HR Business Partner for a ~120-associate manufacturing site. Partner with leadership on talent acquisition, onboarding, performance management, pay reviews, union negotiations, culture and engagement. Lead HR projects, implement talent initiatives, maintain HR data integrity in systems like Workday/Dayforce, and drive continuous improvement of HR processes.

Senior HR Business Partner will embed with people managers to lead goal-setting and OKRs, build and deliver manager training, coach on employee relations and org design, audit goal quality, and automate People operations using existing tools and AI to improve manager capability and operational efficiency.

Serve as a strategic HR generalist and trusted advisor for Unified Marketing, aligning people strategies with business goals. Provide workforce analytics, change support, talent and organization design guidance, mentor colleagues, lead small projects, and leverage HR systems to improve employee experience and organizational effectiveness.

Support workforce transformation engagements by leading change management, program and process improvements across HR and payroll. Assess readiness, design communications, analyze workforce data, manage workstreams, coach team members, and support proposals to deliver scalable, sustainable organizational outcomes.

Lead development and execution of multi-year HR strategy, total rewards, talent acquisition, workforce planning, performance management, succession, labor relations, and HR governance. Serve on executive team, direct HR leadership, ensure regulatory compliance, and align HR programs with organizational objectives.

Lead HR transformation and continuous improvement initiatives: analyze and redesign HR processes, manage projects end-to-end, drive change management and training, partner with HR and business stakeholders, develop documentation and dashboards, and ensure adoption and measurable outcomes.

Serve as a strategic HR business partner for Engineered Systems, advising leaders on workforce planning, employee relations, performance management, SCA compliance, talent development, HR metrics, and organizational effectiveness. Collaborate with HR Centers of Excellence and business leadership to design and implement HR solutions, coach managers, and foster a high-performing, compliant, and engaged workforce. Role is primarily remote within the continental US with occasional in-person meetings.

Lead HR partner for a ~400-person Intergalactic and Global Engineering client group. Advise senior leaders, manage core HR processes, workforce planning, talent management, people leadership, KPIs, change management, and acquisition integration while partnering with people analytics and cross-functional teams.

Provide strategic leadership and operational oversight for HR across two YMCAs. Partner with executives to align HR with mission, ensure legal compliance, develop policies and programs for engagement, performance, talent development, equity and inclusion, and advise on employee relations, workforce planning, compensation and benefits, risk management, and career development.

Oversee university HR functions including employee relations, compensation, payroll, HRIS, benefits administration, recruitment, performance management, risk management liaison duties, and staff supervision. Manage HR and communication budgets, payroll compliance, and coordinate training, recognition, and wellness programs.

Provide HR guidance and employee relations support to field leaders across multiple locations. Investigate ER issues, document outcomes, coach managers on performance and disciplinary actions, analyze turnover and exit trends, deliver targeted training, ensure compliance with employment laws, and propose HR program improvements.

Partner with leaders across the Western Hemisphere to administer HR compliance programs, investigate employee issues via EthicsPoint, advise on policies and employment law, support audits and training, maintain confidential records, and produce compliance reporting and metrics.

Lead and deliver HR operational and strategic activities at a local site, including recruiting, talent management, HRIS administration and reporting, payroll and benefits oversight, performance management, compliance with labor and data protection laws, and advising management on HR strategy and risk mitigation.

Lead and execute HR strategy and operations at a local site, including recruiting, talent management, HRIS implementation and reporting, payroll and benefits coordination, performance management, compliance with labor and data protection laws, staffing agency oversight, and advising management on HR risks and development.

Serve as HR Business Partner for Global Services & Support, advising leaders on organizational design, talent management, succession planning, workforce analytics, and change initiatives. Drive leadership development, workforce planning, and integrated HR solutions with Centers of Excellence to build a high-performing, inclusive culture.

Senior HR Business Partner supporting Supply Chain and Sourcing: develop HR strategies, workforce planning, talent pipelines, employee relations, performance management, organizational design, compliance, and change management across global operations.

Manage end-to-end shipboard HR programs including development and maintenance of HR policies/SOPs, ensure maritime regulatory compliance (MLC, STCW, Flag), lead HR projects (workforce planning, vessel startups, organizational changes), develop HR communications, manage crew receivable processes, and oversee vendor relationships for savings and health insurance programs while partnering with shipboard and operational leadership.

Lead design, implementation and audit of shipboard HR policies and SOPs ensuring maritime regulation compliance. Manage HR projects (workforce planning, vessel startups, organizational change), develop employee communications, maintain HR SharePoint, oversee crew receivables, and manage benefits/vendor relationships to support the shipboard workforce and HR strategy.

Lead HR strategy and workforce planning for Supply Chain and Sourcing functions. Advise senior leaders on talent management, performance, employee relations, organizational design, change management, compliance, and workforce risk mitigation. Use operational insight and analytics to align HR initiatives with supply chain KPIs and business objectives, supporting global, cross-functional teams.

Lead HR strategy and delivery for Ford Credit as a strategic HR Business Partner. Influence senior leadership, drive talent, culture and change programs, improve HR processes, deliver critical HR projects, and align workforce plans to business objectives globally.

Lead all HR functions: develop and implement HR strategy, manage recruitment, employee relations, compensation and benefits, performance management, training, HR metrics, legal compliance, and culture initiatives to support business goals.

Manage day-to-day HR operations for the Americas including workforce reporting, full employee lifecycle (onboarding/offboarding), benefits administration, payroll/HRIS support, compliance, and HR process improvement. Partner with HR Business Partner on employee relations and HR projects.

Provide day-to-day HR support including recruiting, onboarding, HRIS administration (Oracle, ADP, Dimensions, HireRight), employee relations, benefits and compensation administration, training, labor relations support, compliance reporting, and partnership with operations and safety. Maintain records, run HR reporting, facilitate performance management, and support engagement and community activities. Travel regionally (~25%).

Serve as a trusted HR advisor for Biomedical Research: deliver end-to-end P&O lifecycle support, implement P&O transformation, coach leaders, manage employee relations and compliance, leverage Workday and AI-enabled analytics, and partner with COEs and business stakeholders.

Serve as HR Business Partner to Chicago Booth leaders, leading workforce planning, talent management, compensation, employee/labor relations, organizational design, change initiatives, and HR analytics. Coach leaders, manage hiring and onboarding, resolve complex workplace issues, and support school-wide HR programs and policy compliance.