Top Senior HR Jobs

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 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 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 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.

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.

Provide onsite federal HR support across labor/employee relations, staffing and classification, workforce development, HRIS/analytics, and student recruitment. Duties include policy research, reports, data analysis, process improvement, recordkeeping, training coordination, system maintenance, and protecting sensitive personnel information in a Department of Defense environment.

Provide federal HR support for labor/employee relations, staffing/classification, training, HRIS, and student recruitment. Perform analyses, prepare reports and policies, maintain confidential records, support investigations, training logistics, system data entry and reporting, and coordinate HR program activities in a DoD environment.

Manage full-cycle HR operations including employee relations, recruitment/onboarding, performance management, policy development, and compliance. Develop HR policies, support employee development and engagement, collaborate with leadership, and oversee payroll, benefits, workers' compensation, 401(k) administration, UI hearings, and BOLI claims for employees across multiple states.

Senior HR Business Partner providing strategic HR advice and coaching to leaders, driving workforce planning, change management, talent and succession planning, performance management, employee relations, policy improvement, HRIS reporting, and initiatives to improve retention, engagement and organisational capability.

Serve as a strategic HR business partner to senior leaders across global business units and R&D. Lead organizational design, workforce planning, talent and succession management, leadership development, and large-scale change initiatives. Use workforce analytics, digital tools, and AI-enabled insights to drive data-informed decisions and strengthen organizational capability, culture, and performance.

Lead and manage HR functions including talent acquisition, performance management, compensation and benefits, employee relations, training, compliance, records management, and HR staff supervision to support business operations.

Provide HR consultation and services to hospital leadership and staff across employee relations, benefits, compensation, payroll, and worker's compensation. Interpret policy, advise on disciplinary actions, ensure compliance with legal and regulatory requirements (EEOC, JCAHO), coordinate with external agencies, and support recruitment, performance management, and special HR projects.

Senior HR leader partnering with CHRO and operational leaders to implement system-wide HR strategies across healthcare settings. Advises on employee relations and legal compliance, drives leadership development, compensation alignment, HRIS collaboration, workforce analytics, change management, and training to improve engagement, retention, and operational performance.

Provides HR consultation and services including investigating and resolving complex employee issues and grievances, supporting onboarding/offboarding and HR data management, ensuring compliance with employment laws, developing and implementing HR policies and processes, leading HR projects, and advising managers and employees on HR-related matters.

The HR Director will lead all HR functions, develop strategies aligned with business objectives, ensure compliance, manage talent acquisition, and support workforce development initiatives.

The Human Resources Business Partner will manage employee relations, provide coaching to managers, and analyze workforce trends to improve retention and engagement.

The HR Business Partner will manage employee relations, provide coaching, analyze workforce trends, and ensure compliance with employment laws while supporting a high-performance culture.

The Human Resources Manager will oversee HR functions, ensure compliance with regulations, manage employee relations, and conduct performance reviews and orientations.

Manage full-cycle HR tasks including orientations, new-hire processing (HRIS, I-9/E-Verify), employee records, tier-1 employee relations, benefits/timekeeping support, offboarding, unemployment responses, and partnering with HRBP and business leaders to ensure compliance and engagement.

Lead HR as senior business partner across multiple locations, driving talent acquisition, workforce and succession planning, leadership development, employee and labor relations, performance and compensation processes, change initiatives, and mentoring the HR team to achieve business results in a manufacturing/unionized environment.