Top Senior HR Jobs

The HR Business Partner II executes HR strategies and services for a designated business unit. Responsibilities include employee relations, talent acquisition, retention, engagement, compensation and benefits, training, performance management, organizational diagnosis, and advising management on complex HR matters. The role partners across HR and Operations, supports organizational change, ensures employment-law compliance, and develops integrated solutions aligned with business objectives.

Leads talent acquisition strategy, recruiting, workforce metrics, employee relations, onboarding, performance and leadership development, and HR business partnership. Coaches leaders and employees, supports investigations and transitions, develops talent and learning programs, and coordinates cross-functional HR initiatives. Requires strong recruiting, employee development, HR systems, analytics, coaching, and stakeholder partnership capabilities.

Provides broad HR support across benefits, compensation, employee relations, compliance, onboarding, offboarding, performance management, engagement, training, communications, surveys, and HR systems administration. The role maintains HR data integrity, supports employee inquiries, analyzes employment information, and helps enhance HR programs and workplace culture while ensuring compliance with employment laws.

Partners with division leadership across US, EMEA, and APAC to develop and implement HR strategy, workforce planning, talent development, succession planning, employee engagement, and organizational effectiveness initiatives. Advises leaders on employee relations, performance management, employment regulations, and organizational matters; coaches managers; leads global HR programs and change initiatives; supports HR services, escalated cases, and M&A integrations.

The Senior People Business Partner provides strategic HR leadership for a manufacturing site, overseeing employee relations, talent acquisition, onboarding, performance management, compensation, organizational development, compliance, wellness, and workforce planning. The role coaches leaders, manages HR programs and systems, supports labor and employment compliance, coordinates staffing and retention initiatives, and leads cross-functional projects. It requires extensive HR leadership experience, manufacturing experience, strong employee relations capabilities, and knowledge of HR systems, payroll, employment law, and Microsoft Office tools.

Leads global HR strategy for Supply Chain and Global Functions, advising executives on workforce planning, organizational effectiveness, talent, labor relations, employee relations, culture, and organizational transformation. Oversees leadership development, succession planning, performance improvement, HR governance, and compliance. Manages and develops a global HR team of approximately 25 professionals while driving enterprise-wide people initiatives and business transformation.

Manages human resources activities at a manufacturing plant, including recruiting, onboarding, employee relations, compliance, performance reviews, training, safety coordination, accident investigations, payroll review, HRIS updates, and employee listening sessions. Partners with plant leadership and senior HR to resolve workplace issues, support talent planning, maintain FLSA compliance, and promote a safe, effective work environment.

Leads enterprise HR and talent strategies aligned with business objectives. Advises senior leaders, manages HR professionals, drives talent acquisition, succession planning, leadership development, employee engagement, organizational effectiveness, and workforce planning. Establishes scalable HR programs, uses people analytics and workforce insights to guide decisions, and supports transformation across a global matrixed organization.

Manages day-to-day HR services at a distribution center, including employee relations, legal and policy compliance, HRIS data, benefits, recruiting agency relationships, onboarding, training, employee records, reporting, and HR improvement initiatives. Advises managers and employees, supports organizational strategy, monitors training goals, and travels approximately 25%–50%.

Provides hands-on regional HR support across offices and construction project sites for hourly and salaried employees. Leads workforce planning, recruiting, onboarding, performance management, employee relations, compliance, compensation and benefits support, documentation, learning and development, and workforce mobilization. Ensures wage-and-hour, prevailing wage, and employment-law compliance while partnering with leadership on staffing needs, acquisitions, and employee engagement. Requires frequent travel between field locations.

Partners with Commercial business leaders to develop and execute people strategies covering organizational effectiveness, talent management, workforce planning, leadership coaching, employee relations, engagement, change management, and risk mitigation. Uses workforce analytics and HR technologies to inform decisions, supports HR programs, and collaborates with HR Centers of Excellence, Legal, and Compliance to improve organizational performance and employee experience.

Leads enterprise HR and talent strategies aligned with business objectives. Advises senior leaders, manages HR professionals, develops scalable HR programs, and drives talent acquisition, succession planning, leadership development, employee engagement, workforce planning, and organizational effectiveness. Uses people analytics and HR metrics to inform decisions and improve organizational outcomes across a global matrixed organization.

Coordinates hourly recruiting and onboarding processes, including requisition approvals, job postings, candidate screening, hiring manager presentations, offer coordination, background checks, I-9 completion, and pre-employment requirements. Ensures compliant, timely workflows and a positive candidate experience while partnering with HR and hiring managers.

Provides onsite HR partnership for hourly employees and frontline leaders in a high-volume HVAC parts distribution center. Responsibilities include onboarding, orientation, employee relations, investigations, policy guidance, HR administration, safety and compliance support, recognition programs, workforce planning, retention initiatives, and frontline leadership coaching. The role maintains HR records, partners on payroll and benefits questions, supports engagement and community activities, and advises employees and supervisors on workplace concerns and performance documentation.

Serves as a strategic HR advisor to leaders across multiple locations and states. Manages employee relations, investigations, performance and talent management, workforce planning, succession planning, multi-state employment compliance, benefits support, HR analytics, and organizational change. Partners with Legal, Payroll, Talent Acquisition, and Learning & Development on risk mitigation, recruiting, development, policy rollouts, and HR projects. Requires occasional travel to dealership locations.

Manages regional HR operations, including benefits, recruiting coordination, onboarding, compliance, safety, payroll support, training, employee engagement, performance management, employee relations, personnel records, and administrative and accounting support. Partners with managers and Corporate HR to resolve employee issues, maintain legal compliance, improve engagement, and support business operations across multiple truck centers.

Serve as primary HR contact for startup clients, managing HR operations, compliance, payroll/benefits coordination, onboarding/offboarding, policy and contract drafting, employee relations investigations, insurance oversight, regulatory reporting, and preparing HR reports and audit files. Provide client-facing guidance on employment law and multi-jurisdictional compliance and support special compliance projects.

Manages day-to-day HR operations across two manufacturing locations, including recruitment, onboarding, employee relations, leave and benefits administration, compliance, performance management, investigations, employee engagement, payroll support, unemployment claims, and HR reporting. Partners with managers and HR teams to resolve workplace issues, improve processes, implement HR initiatives, maintain accurate records, and ensure compliance with employment laws.

Leads HR strategy and employee lifecycle programs for the Maryville site, including talent acquisition, leadership development, engagement, employee relations, compensation, benefits, learning, compliance, and succession planning. Advises senior leadership, manages the HR team, handles sensitive investigations and disciplinary matters, and partners with global HR functions to support organizational change and talent needs.

Serves as a strategic HR consultant and partner to business leaders and employees. Responsibilities include workforce planning, organizational design, change management, employee engagement, talent strategy, performance management, employee relations investigations, HR policy guidance, compliance, and analysis of HR trends and metrics. The role supports geographically dispersed organizations and collaborates with HR centers of excellence to deliver workforce solutions.

Supports NVIDIA’s Worldwide Field Organization by partnering with senior leaders on HR strategy, organizational design, workforce planning, talent management, performance management, compensation, employee relations, engagement, and leadership development. Advises managers and employees, analyzes workforce metrics, leads annual talent processes, and develops people solutions in a global, matrixed environment.

The Senior HR Generalist advises field leaders across multi-state corporate centers on employee relations, investigations, performance management, employment-law compliance, workforce planning, engagement, HR metrics, compensation processes, and HR programs. The role manages recurring reporting, supports hourly workforces, partners on talent and organizational changes, and provides actionable recommendations using HRIS and Excel data. Travel is required up to 10%.

Leads HR strategy and operations across multiple manufacturing facilities. Partners with plant leadership on workforce planning, employee relations, compliance, compensation, benefits, payroll, HRIS data integrity, and workforce analytics. Conducts investigations, coaches managers, supports employment-law compliance, and maintains consistent HR processes across sites. Requires approximately 20% travel throughout the Midwest.

The HR Manager advises leaders and team members on employee relations, performance management, compensation, benefits, policies, leaves, accommodations, and employment compliance. The role coaches managers, supports investigations and corrective actions, manages performance and benefits processes, maintains HR documentation, and partners on organizational growth, acquisitions, and integration across multiple locations. Local travel to customer and field locations may be required.

Leads HR strategy and business partnering for assigned functions, advising leaders on talent acquisition, compensation, performance management, employee relations, engagement, workforce planning, succession, learning, and compliance. The role manages complex investigations, supports organizational effectiveness, develops HR team members, and serves on the HR Leadership Team while partnering across HR, legal, and compliance.