Top Senior HR Jobs

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.

Provides advanced HR Service Center support as an FMLA and leave-of-absence specialist. Advises employees, managers, and physician offices on leave policies, FMLA, ADA, workers’ compensation, benefits, and applicable laws. Maintains accurate records across multiple systems, resolves complex issues, improves processes, and supports data integrity. May oversee lower-level staff and review disciplinary reports. Requires advanced Excel skills, strong communication, analytical problem-solving abilities, five years of related experience, and a valid Tennessee driver’s license.

Provides advanced HR Service Center support specializing in FMLA and leave-of-absence administration. Interprets leave laws and policies, resolves complex employee and manager issues, maintains accurate records across HR systems, and improves operating processes. Advises on benefits, disability, workers’ compensation, ADA accommodations, and related HR functions. Communicates with employees, managers, and physician offices; may oversee junior staff. Requires advanced Excel skills, data analysis, and local travel.

Own TerraFirma’s HR function, including Rippling, employee relations, benefits, compliance, workforce planning, compensation, performance management, career development, engagement, leaves, workers’ compensation, and recruiting support. Build scalable HR systems and culture across engineering, field operations, manufacturing, and construction teams while advising leadership and ensuring Texas employment-law compliance.

Manages HR department operations, cross-functional projects, meetings, events, communications, and process documentation. Provides confidential executive assistance to the CHRO, including calendar and travel coordination, expense and invoice processing, contract review, document management, and meeting preparation. Serves as a liaison across HR teams and organizational stakeholders while handling sensitive information, tracking priorities, and coordinating departmental activities.

Partners with business leaders on workforce planning, organizational effectiveness, employee relations, investigations, compliance, coaching, performance management, talent development, change management, compensation, HR operations, inclusion, and people analytics. Supports multi-state unionized and non-union operations while maintaining confidentiality, legal compliance, accurate documentation, and a strong employee experience.

Provides strategic and operational HR support to regional general managers and senior leaders. Responsibilities include leadership development, talent reviews, succession planning, employee relations investigations, organizational change management, compliance reporting, policy administration, and employee engagement initiatives. The role also advises on workforce planning, organizational effectiveness, employment law compliance, and HR data reporting while supporting employees across diverse teams and geographies.

Serve as a senior HR business partner for a geographically dispersed workforce of more than 500 employees. Advise leaders on workforce planning, talent and performance management, employee relations, compensation, leadership development, training, engagement, and organizational initiatives. Analyze workforce data, manage confidential information, guide complex employee relations matters, and collaborate with HR centers of excellence and business stakeholders to align HR strategies with business outcomes.

Advises multiple clients on HR strategy, compliance, employee relations, talent management, organizational development, and workforce planning. Develops policies and HR documentation, manages employee relations matters, implements and optimizes HR information systems, analyzes workforce data, delivers training, and leads HR initiatives and change management. Builds trusted client relationships while coordinating multiple engagements, projects, deadlines, and deliverables.

Serve as a strategic HR advisor to NYC business leads, driving talent strategy, performance coaching, engagement, data-driven insights, change initiatives, employee relations, and cross-HR collaboration to improve retention, development, and organizational effectiveness.

Partners with Finance and other business leaders to deliver high-touch HR support, coach managers and employees, manage talent and performance processes, resolve complex employee issues, and coordinate with People Services and Centers of Expertise. Leads recurring HR programs and projects, provides data-driven insights, supports organizational transformation, and serves as the local HR representative. The role requires onsite work in Sunnyvale Tuesday through Thursday.

Partners with organizational leaders to develop and execute people strategies, advise on compensation and compliance, support talent and performance management, and improve employee engagement. Leads employee relations activities, conducts investigations, coaches managers, identifies organizational issues, and supports compensation, succession planning, training, and organizational effectiveness initiatives.

Directs and manages all Human Resources functions, including employee relations, recruiting and employment matters, training, benefits, communications, performance management, disciplinary actions, policy administration, compliance, and HR staff leadership. Advises management on employment law, workers’ compensation, safety, and employee assistance while promoting effective communication and a positive workplace.

Partners with senior business leaders to align talent, workforce, organizational design, succession planning, leadership development, and change-management strategies with business objectives. Advises on organizational effectiveness, workforce planning, talent risks, retention, restructuring, and business transformation. Collaborates with HR centers of excellence and uses workforce analytics to support decisions. Requires progressive HR experience, strong communication and influencing skills, analytical ability, and knowledge of employment laws.

Manages broad HR generalist responsibilities, including employee and labor relations, policy interpretation, investigations, corrective actions, recruitment, onboarding, offboarding, workforce planning, learning and development, compliance, and employee engagement. Advises employees and managers, supports organizational effectiveness, analyzes recurring issues, recommends policy improvements, responds to regulatory complaints, and represents the organization at unemployment hearings.

Provides senior-level HR support across multiple facilities, handling complex employee relations, workplace investigations, performance management, corrective actions, leave and accommodations, compliance, documentation, and HR initiatives. Advises managers and HR leaders, supports organizational changes, audits, reporting, and process improvements, and mentors HR team members. The role operates primarily in an office within a manufacturing facility and may require infrequent travel.

Provides strategic HR partnership to client organizations, advising managers and employees on workforce planning, talent acquisition, compensation, development, employee relations, compliance, performance management, and organizational change. Uses human capital data to support decisions, collaborates with HR and legal teams, guides policy implementation, and develops talent and organizational strategies.