Top Senior HR Jobs

Supports transactional HR activities from hiring through termination, including background checks, onboarding, exit interviews, payroll and timecard processing, employee records, orientation, benefits assistance, and employee communications. The role also advises leadership on HR policies and procedures and assists with agency social events. Requires familiarity with HR laws and regulations, strong computer application skills, and administrative experience.

The Director of HR will lead operational and strategic people functions across multiple geographies, including payroll, benefits, HRIS, compliance, talent acquisition, onboarding, performance management, compensation, employee relations, culture, and workforce planning. The role partners with executive leadership to build scalable HR infrastructure, support rapid growth, develop managers, and align people strategy with business objectives.

Partners with business leaders to develop and deliver HR strategies, programs, and services. Manages HR service delivery, resource planning, organizational change, and cross-functional relationships across a business segment. Uses organizational data to guide decisions, identifies process improvements, supports talent development, and ensures compliance with company policies and applicable regulations.

Senior HR Business Partner advising engineering leaders on talent strategy, organizational design, performance management, and change. Partners with COEs to deliver talent planning, development, engagement, compensation, and inclusion initiatives while coaching leaders and using data to measure employee experience.

Provides HR partnership to site management, advising on talent strategy, employee relations, workforce planning, policy interpretation, labor law compliance, benefits, employee lifecycle processes, engagement, retention, DEI, and change management. Supports HR programs, investigates policy violations, mentors managers, manages employee relations resolutions, partners with Total Rewards, and contributes to corporate, process improvement, and sustainability initiatives.

Partner with senior leaders in Inventory Replenishment & Planning to develop and execute people strategies. Responsibilities include organization design, workforce planning, succession planning, leadership development, organizational effectiveness, change management, workforce insights, and executive coaching. The role serves as a trusted advisor, translates complex workforce challenges into actionable recommendations, partners with HR Centers of Excellence, and supports organizational transformation and business performance.

Leads comprehensive human resources functions, including recruiting, onboarding, employee and labor relations, payroll, benefits, leave administration, performance management, engagement, compliance, training, HRIS records, and workforce analytics. Partners with leaders on organizational effectiveness, investigations, employee development, safety, and process improvements while ensuring employment-law and company-policy compliance. This fully onsite role supports a manufacturing office in Punta Gorda.

Provides strategic HR partnership to business leaders and executives, translating business strategies into HR solutions. Advises on talent management, organizational development, culture, workforce planning, change management, employee growth, development, and coaching while supporting talent lifecycle and operational needs.

The Senior HR Generalist partners with management and employees across employee relations, investigations, compliance, recruitment, onboarding, benefits and leave administration, performance management, development, HR reporting, and engagement initiatives. The role maintains HRIS data, supports audits and workforce analytics, advises on employment laws and policies, and helps improve HR processes in office and manufacturing environments.

Leads global HR systems, Workday administration, workforce analytics, reporting, data governance, integrations, compliance, and process improvement. Manages HR technology enhancements, releases, testing, issue resolution, and service delivery while partnering with HR, IT, Finance, and business stakeholders. Oversees and develops a team of analysts, establishes reporting standards, and delivers dashboards and actionable workforce insights across the employee lifecycle.

Partner with business leaders and HR teams to develop and execute people strategies. Responsibilities include talent management, workforce planning, performance management, succession planning, change management, organizational development, HR communications, manager training, compliance, and support for mergers and acquisitions. The role also drives HR initiatives, process improvements, employee engagement, and alignment between business goals and human capital strategies.

Manages compensation advisory, administration, planning, analysis, benchmarking, and annual review cycles for U.S., global, and Latin American client groups. Supports global rewards program execution, stakeholder partnership, governance, documentation, and process improvement across regions. Provides analytical insights and practical compensation guidance to HR and business leaders while ensuring accurate, consistent, and compliant rewards practices in a complex international environment.

Support and administer Total Rewards (compensation and benefits) programs and systems, including leave administration, benefits enrollment, compensation cycles, vendor coordination, UAT and training, data consolidation and benchmarking, communications, event and project support, and continuous improvement to ensure compliance and high-quality service delivery.

Leads organizational development consulting across university and medical enterprise units. Assesses organizational needs, designs and implements talent and performance solutions, coaches leaders, facilitates retreats and leadership initiatives, supports succession planning and new leader assimilation, and drives organizational design, culture, engagement, change management, and team effectiveness programs.

Manages and coordinates HR programs, policies, employee relations, labor relations, compensation, benefits, training, compliance, recruitment, retention, and succession planning. Supervises HR staff, advises leaders and employees on policy and contract interpretation, supports affirmative action goals, mitigates compliance risks, and uses workforce data to develop reports and business solutions. The role requires partnership with manufacturing leadership and travel of 5–10%.

The Human Resources Business Partner advises construction leaders on employee relations, investigations, performance management, onboarding, engagement, talent planning, workforce needs, and organizational changes. The role coaches leaders, supports enterprise HR programs, maintains confidential documentation, and partners with specialized HR teams. It requires regular travel to construction jobsites and offices, with on-site presence at least four days weekly.

Supports comprehensive HR operations, including onboarding, HRIS and employee record maintenance, employee and manager support, tier-one employee relations, leave administration, compliance, engagement, offboarding, and unemployment claims. Partners with HR business partners and leaders to resolve concerns, improve HR programs, and promote retention. Requires HR knowledge, systems experience, communication, analytical, presentation, and organizational skills.

Supports comprehensive HR operations, including onboarding, HRIS and employee record maintenance, employee and manager support, tier-one employee relations, leave administration, compliance, engagement, offboarding, unemployment claims, and process improvement. Serves as a primary contact for HR-related questions and partners with HR business partners and leaders to resolve workplace concerns.

Provides strategic and hands-on HR consultation, coaching, workforce planning, performance management, employee relations guidance, and organizational change support. Leads inclusion, diversity, and equity programs; analyzes workforce trends; advises managers on policies and legal compliance; supports succession planning, talent development, engagement, onboarding, and labor relations initiatives across the organization.

Serve as a strategic HR advisor across multiple software companies and countries. Lead employee relations investigations, performance management, workforce planning, organizational design, manager coaching, people analytics, compliance guidance, and HR program development. Support M&A integration by harmonizing people practices across acquired entities, reinforcing culture, and managing cross-entity HR initiatives. Partner with senior leaders, legal counsel, Total Rewards, and Payroll in a fast-paced, multi-entity environment.

Leads HR due diligence, planning, and execution for mergers, acquisitions, divestitures, and transformation initiatives. Coordinates HR workstreams, Day-1 readiness, change management, communications, synergies, governance, and operational transitions. Owns the HR M&A playbook and serves as project management lead for strategic cross-functional HR initiatives, establishing standards, tracking risks, and ensuring timely delivery across HR disciplines.

Serves as a trusted HR advisor to university leaders, managers, faculty, and staff. Provides guidance on employee and labor relations, investigations, performance management, compensation, classification, organizational effectiveness, leaves, accommodations, compliance, workforce planning, and recruitment. Coaches managers through complex employee matters, supports represented employees and collective bargaining issues, and uses Workday and HR data to improve HR processes and service delivery.

Provides strategic HR consulting to the Division of Arts and Humanities, advising leaders on workforce planning, organizational design, talent management, performance, employee relations, compensation, labor policies, compliance, and change management. Uses HR metrics to guide recommendations and improve processes and employee experience. Partners with central HR teams and supports managers in a complex, decentralized, unionized environment.

Leads full-cycle recruitment and HR operations for a government contracting company. Responsibilities include developing staffing strategies, recruiting for contract and corporate roles, managing employee lifecycle activities, maintaining personnel and compliance documentation, supporting audits and contract requirements, coordinating onboarding and training, monitoring recruiting metrics, and partnering with program managers, leadership, and compliance teams.

Act as a strategic HR partner to senior leaders across sales, marketing, and global business units. Drive HR strategy, talent management, org design, change management, workforce planning, engagement, and leadership development. Use people data to inform decisions, coach leaders, manage complex employee matters with HR/ER partners, and drive measurable talent and organizational outcomes.