Top Senior HR Jobs

Provide comprehensive HR support for HR Services including employee relations, investigations, performance management, talent acquisition, compliance, HR program development, and HR systems troubleshooting to drive engagement and retention.

The Senior HR Business Partner will drive organizational effectiveness and talent outcomes, using data-driven insights to shape people strategies and improve team performance in a global, fast-paced environment.

Act as an HR Business Partner to drive people processes and programs across assigned client areas. Diagnose organizational issues, advise leaders on talent, performance, change management, and development, partner with HR Centers of Excellence, and lead project plans to deliver HR strategies that support business objectives and engagement.

Serve as first-line HR support at a fulfillment center: onboard new hires, conduct orientations, audit employment documentation, manage timekeeping and payroll corrections, maintain confidential employee records, support HR partners and site leadership, and plan HR engagement events.

Serve as a strategic HR business partner to Channels leadership, delivering workforce planning, talent management, organizational design, employee relations, DEI practices, and data-driven HR solutions. Lead HR projects, coach leaders, and collaborate with Centers of Excellence to attract, retain, and develop talent.

Senior HR Generalist responsible for full-scope HR activities including onboarding, employee relations, HRIS administration, compliance with federal and Massachusetts laws, performance management, investigations, safety coordination, reporting, and continuous improvement. Partners with leaders and HR team to support staffing, engagement, leave administration, and HR program delivery.

Partner with market center leaders to deliver HR solutions: organizational design, talent management, workforce planning, change management, employee relations, compliance, and data-driven engagement across multiple locations.

Lead design, standardization, and continuous improvement of global HR processes and employee journeys. Perform discovery, as-is/future-state modeling, value stream and process redesign using BPM tools; apply Lean/Six Sigma and service design; partner with HR Technology (Workday), service delivery and regional teams to implement scalable, compliant solutions and drive KPIs, cost optimization, and adoption.

Partner with business leaders to design and execute talent strategies across compensation, benefits, DE&I, learning, talent management, organizational design, and employee relations. Influence leaders, leverage data, collaborate with HR Centers of Excellence, drive talent pipeline and internal mobility, and improve engagement and organizational effectiveness.

The Senior HR Business Partner advises business leadership on strategic human capital initiatives, contributes to organizational goals, and enhances employee experience through effective HR practices.

The Sr. Director, HR Business Partner consults with senior executives to align HR strategies with business objectives, drives talent management, and develops innovative HR solutions. This role requires strong communication and leadership skills to influence and support a culture of inclusivity and excellence.

Serve as HR Business Partner for Manheim Detroit, advising leaders on workforce planning, organizational design, union labor relations, employee relations, talent management, and people programs. Lead collective bargaining support, implement People Solutions initiatives across locations, analyze workforce data, and ensure compliance with labor laws and collective bargaining agreements. Provide coaching to leaders and partner with COEs to drive talent strategies and change management.

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.

Lead HR strategy and partner with fulfillment operations to drive organizational design, change management, talent development, performance management, engagement, retention, and compliance. Build scalable people programs with HR Centers of Excellence and business leaders to support hiring, leadership development, diversity planning, and long-range workforce planning.

Serve as strategic HR partner to Operations leaders in a high-growth environment. Drive talent management, organizational development, change management, performance processes, and data-driven HR insights. Coach leaders, support talent acquisition and succession planning, ensure compliance, and champion culture and engagement initiatives to improve workforce performance.

Lead global HR service delivery strategy and roadmap, drive AI-first transformation and operational excellence, implement autonomous HR service delivery, build HRSD capabilities, upskill teams, and align stakeholders to improve efficiency, SLAs, and employee experience.

The Senior HR Business Partner develops workforce strategies to align with business objectives, partners with technology leaders, and drives talent and organizational initiatives.

Provide Tier 1 HR support across benefits, payroll, leaves, and accommodations; act as point of contact via calls and ServiceNow; maintain records, SOPs, and recommend service improvements while supporting HR projects.

The District HR Business Partner collaborates with leaders on strategic planning, employee development, and enhances organizational performance. They provide HR guidance, conduct talent assessments, manage hiring processes, and drive change initiatives, while ensuring the alignment of HR practices with business objectives.

The Senior HR Business Partner provides strategic HR counsel to leaders, aligns people strategies with business goals, and drives core HR programs across the employee lifecycle in a fast-paced global environment.

The Principal People Success Partner drives talent strategies for Sales and Marketing, partners with senior leaders, influences organizational health, and leads transformations using AI.

The HR Business Partner II aligns HR strategies with business goals, provides analytics-driven support, engages associates, and facilitates change management initiatives, while advising leaders on HR matters.

The HR Business Partner will support approximately 300 employees, manage onboarding, address HR inquiries, ensure policy compliance, and advocate for employee culture.

Partner with business leaders to drive organizational effectiveness, culture change, performance management, engagement, retention, and talent development. Lead organizational design, change management, and scalable people programs in collaboration with HR COEs. Ensure compliance with federal and state laws and support long-range growth and hiring planning.

The Senior Staff HR Business Partner supports senior leadership in driving organizational effectiveness, talent outcomes, and business execution in Technology and Product organizations, providing coaching, managing HR processes, and using data and AI tools.