Top Senior HR Jobs

The role involves acting as an HR partner for the Go-To-Market teams, providing strategic consultation, managing organizational change, coaching managers, and supporting talent acquisition efforts. It also includes leveraging data insights and collaborating on global HR initiatives.

The Sr. People & Culture Business Partner will strategize with HQ executives to enhance employee experience, drive performance, and lead HR initiatives.

The Senior Manager, HR Compliance is responsible for developing and executing a compliance framework across the Americas, managing immigration and global mobility programs, and ensuring adherence to applicable laws and regulations while fostering a culture of compliance within the organization.

The Sr. Manager HR Business Partner leads HR strategy for Global Payment Networks, working closely with clients to improve talent management and organizational performance. Responsibilities include consulting on HR processes, coaching managers, addressing HR issues, and facilitating diversity and inclusion efforts.

The Senior Human Resources Programs Manager will lead HR transformation initiatives, streamline processes, and enhance the Team Member experience through strategic partnerships and continuous improvement methodologies.

The HR Business Partner collaborates with leaders to improve employee relations, manage performance, and align HR activities with business strategies while ensuring legal compliance.

The Associate Director will lead Employee Relations and HR Services, managing investigations, performance management, involuntary separations, and leave administration. This role requires personal ownership and direct accountability for outcomes, ensuring compliance and developing HR policies, along with managing immigration programs.

The role involves overseeing HR at the fulfillment center, focusing on employee engagement, performance management, training, and compensation while ensuring effective communication and problem resolution.

The Director of Human Resources will lead the HR strategy at ReversingLabs, focusing on employee experience, compliance, and driving a people-first culture across the US, EMEA, and Canada.

The Senior HR Business Partner advises engineering teams on people management, employee relations, and compliance, ensuring effective talent strategies and organizational health.

The HR System Solution Architect Senior leads Workday configuration, analyzes business needs, mentors HRIS colleagues, and ensures optimal user experience while coordinating with various HR functions to improve efficiency across processes.

The HR Director leads human resources for Bio Processing and Filtration units, ensuring HR alignment with business objectives, talent management, employee relations, and compliance with employment laws.

Lead HR systems architecture, manage current platforms, drive automation, mentor a team, and ensure data integrity while preparing for future Workday migration.

Manage and optimize HR data systems, lead HR systems projects, drive automation, and mentor a team while preparing for Workday migration.

This role involves leading HR strategy, managing talent acquisition and retention, analyzing workforce metrics, and collaborating with senior leadership and HR Centers of Excellence.

The Senior Human Resources Business Architect will develop HR models, collaborate with stakeholders, evaluate technology solutions, and improve HR process designs.

The HR Business Partner will lead HR initiatives, workforce planning, staffing, and employee relations for 7500+ employees, ensuring alignment and integration with business needs and performance metrics.

The HR Infrastructure & Operations Manager at PagerDuty will optimize recruiting technology and manage the augmented workforce program. Responsibilities include enhancing HR systems with AI, stakeholder collaboration, process optimization, and overseeing compliance and analytics to drive efficiency and effectiveness.

The HR Business Partner Manager will align people strategies with HR policies, support leadership development, and ensure a high-performance culture within the organization.

The HR Manager will own the full employee lifecycle, drive cultural engagement, manage performance processes, support recruiting, and oversee HR operations, contributing to team health and growth.

The HR Business Partner, Director will provide strategic partnership to executives, shape people strategies, oversee performance management, and enhance organizational design and effectiveness.

The Sr Manager, HR Business Partner acts as a strategic partner, providing HR expertise, guiding leaders on talent strategy, project management, and employee relations while fostering collaboration and organizational change.

The Director of HR will lead the People function, partnering with executive leadership to develop people strategies aligned with business goals, manage talent, enhance employee experience, ensure compliance, and champion diversity initiatives.

The Sr. Director HR Business Partner will design and manage talent strategies, collaborate with leaders for workforce planning, and drive HR initiatives to enhance employee experience and business outcomes.

The Senior Manager, HR Systems will oversee HR data and systems, lead automation efforts, prepare for Workday migration, manage direct reports, and ensure operational reliability of current HR platforms.