Top Senior HR Jobs

Serves as an HR business partner for operations and sales leadership across up to 10 Southern California locations. Provides generalist support with emphasis on employee and labor relations, including collective bargaining administration, grievance handling, dispute resolution, labor training, and union relations. Advises managers on hiring, performance, succession planning, employee satisfaction, organizational effectiveness, compliance, and change initiatives. Participates in labor negotiations, acquisitions, leadership planning, and company-wide projects. The role is field-based and requires 75–80% travel.

Leads human resources activities for an assigned division, including recruiting, employee relations, performance management, benefits, compliance, succession planning, organizational effectiveness, and employee development. Advises managers, resolves workplace concerns, supports compensation and recognition programs, leads HR initiatives, and partners with legal and senior leadership on employment matters and organizational change.

The HR Manager partners with site and senior leadership to deploy global HR strategies, manage talent planning, compensation, employee relations, engagement, succession planning, compliance, and organizational change. The role leads HR integration, analyzes workforce data, coaches leaders, manages training effectiveness, and supervises one direct report. It requires strong business acumen, communication, employment law knowledge, and experience supporting manufacturing or R&D organizations.

The Senior HR Generalist advises managers and employees on employee relations, disciplinary actions, employment-law compliance, investigations, and workers’ compensation claims. The role supervises and mentors HR and administrative staff, manages workplace incidents, supports employee engagement, teaches HR supervision classes, and provides general HR guidance and project support.

The Senior Human Resources Business Partner will support the Global Sales & Partnerships organization by advising on HR practices, managing employee performance, and utilizing AI and data-driven insights to enhance organizational capability.

Serves as a senior HR business partner and employee relations lead for assigned client groups. Independently manages complex investigations, complaints, performance matters, accommodations, and workplace conflicts; advises leaders on employment law, corrective action, talent, organizational structure, and workforce planning. Designs and delivers manager and employee training, supports performance reviews and promotion decisions, analyzes engagement and turnover data, and collaborates with HR, legal, talent acquisition, and compensation teams. Requires discretion, strong judgment, and expertise in California and New York employment practices.

Leads the global HR strategy and delivery for Legal, Health Care Compliance, and Global Corporate Affairs. Advises senior leaders on talent management, organizational design, workforce planning, leadership development, engagement, and HR programs. Partners with Talent Acquisition, Total Rewards, and HR centers of excellence to execute integrated talent solutions. Uses workforce analytics and business insights to guide hiring, development, reskilling, organizational effectiveness, and continuous HR process improvement.

Supports HR operations and serves as a strategic partner to assigned departments. Responsibilities include employee and labor relations, investigations, performance management, workforce development, engagement and retention strategies, compliance, HR analytics, budgeting, training, and policy implementation. The role advises leaders and employees, manages confidential matters, supports staffing and labor objectives, and works flexible shifts, including nights, weekends, and holidays.

Leads HR operations for a manufacturing business unit, including recruitment, onboarding, employee relations, performance management, compensation, compliance, training, HR systems, and workforce planning. Advises managers on investigations, disciplinary actions, conflict resolution, and employment policies. Supervises HR and administrative staff while overseeing workplace support, vendors, employee events, badge administration, and site services. Partners with business and corporate leaders on HR strategy, process improvements, and organizational initiatives.

Leads HR operations for a manufacturing business unit, including recruitment, onboarding, employee relations, investigations, performance management, compensation, compliance, training, HR systems, and workforce planning. Advises managers and business leaders, supervises HR and administrative staff, manages workplace support services and vendors, and partners with corporate HR on strategic initiatives. The role requires balancing strategic HR leadership with hands-on operational execution in an onsite environment.

Provides HR business partnership to U.S. Commercial and Marketing teams, advising managers and employees on policies, employee relations, organizational capability, career development, recruitment, compensation, engagement, and HR initiatives. Leads or supports division-wide projects, process improvements, investigations, self-service adoption, and program implementation while operating independently in a matrixed environment.

Supports and administers Workday HCM and HR operations processes, including time tracking, absence management, employee lifecycle transactions, data audits, compliance reviews, case resolution, reporting, documentation, testing, and process improvement. Serves as a senior escalation resource and subject matter expert, coordinates with Payroll and other stakeholders, maintains HR records, and guides team members on service-level and documentation standards.

Supports managers and executes HR initiatives across an assigned geography, focusing on talent management, employee engagement, inclusion, compensation, performance management, employee relations, staffing, and workforce strategy. Coaches leaders, conducts training, supports investigations, terminations, and RIFs, advises on salary planning, analyzes HR metrics, ensures legal compliance, and partners with Talent Acquisition and HR leadership.

The Human Resources Manager supports employee relations, workplace investigations, complaints, employment disputes, leaves of absence, and compliance with labor laws. The role develops, implements, maintains, and monitors HR programs while partnering with assigned behavioral health campuses. Responsibilities include applying California employment regulations and supporting a people-focused workforce. The position is hybrid, requires weekly campus visits, and includes occasional travel outside the assigned area.

Leads Synapse Health’s HR technology strategy, HRIS roadmap, compensation philosophy, benchmarking, pay equity, and salary structures. Oversees a Compensation Analyst, builds scalable People shared services, manages HR technology and benefits vendors, and automates manual workflows. Partners with the Chief People Officer on executive-level compensation recommendations and AI enablement while driving system implementations, integrations, process improvements, and workforce-ready operating models.

Leads global employee relations and HR compliance programs, including investigations, performance management, disciplinary actions, policy development, audits, regulatory monitoring, privacy compliance, and manager training. Provides employment-law and practical guidance to HR and business leaders, manages complex cases, partners with Legal and outside counsel, and develops risk-balanced frameworks across the organization.

Manages HR department operations, staff supervision, employee relations, recruiting, onboarding, compliance, compensation and benefits, performance management, training, HRIS records, union labor relations, and workplace investigations. Oversees DOT testing compliance and advises management on employment laws, policies, disciplinary actions, accommodations, and workforce planning. Partners with the HR Director and supports affiliates across the West Coast.

Leads the organization’s human resources function, developing workforce strategies and overseeing talent acquisition, employee relations, performance management, compensation, benefits, training, succession planning, compliance, HR operations, and organizational culture. Advises executive leadership, manages employee development and engagement initiatives, supports organizational change, ensures employment-law compliance, and mitigates workforce-related risks.

Analyzes HR data, workforce indicators, and reports for leadership decision-making. Evaluates HRIS functionality, recommends process improvements, supports compensation reporting, and partners with IT and Finance on organization-wide initiatives. Requires strong analytical, Excel, communication, project management, and confidentiality skills.

Leads human resources operations for a service center, advising on employee relations, policies, progressive discipline, recruiting, onboarding, benefits, leave processes, compensation programs, training, and employment law. Partners with regional and corporate HR teams and operations leadership to support employee engagement, communication, compliance, and staffing. Requires five years of HR generalist experience, strong interpersonal and organizational skills, and proficiency with AS400, SAP, and Microsoft Office.

Provides strategic and operational HR partnership to USP, Marketing, and VES teams. Responsibilities include employee relations, performance management, talent acquisition, organizational development, succession planning, engagement, onboarding, compliance, and HR project leadership. The role advises managers and associates, develops talent strategies, supports organizational design, and improves HR processes using DBS, Lean, and continuous improvement methods.

Regional HR Business Partner supporting studio and operations leaders across the U.S. and Canada. Responsibilities include employee relations, investigations, performance management, manager coaching, succession planning, reorganizations, onboarding and retention, policy development, employment-law compliance, and fostering inclusive workplace culture. The role requires frequent travel to studio locations and collaboration with Legal, HR, Academy, and Studio teams.

Serves as a strategic HR consultant to management and employees across multiple departments and locations. Responsibilities include employee relations investigations, performance management, workforce and succession planning, policy interpretation, compliance, training needs assessment, retention, organizational development, and HR metrics analysis. Builds trusted relationships, resolves complex workplace issues, supports restructures, and develops integrated HR solutions aligned with business objectives.

Supports HR strategy and operations for an on-site manufacturing workforce. Responsibilities include talent management, employee and labor relations, compliance, organizational development, change management, engagement initiatives, HR metrics, workforce planning, ESG support, and advising site leadership. The role also assists with recruitment, employee development, internal mobility, performance improvement, and maintaining compliant workplace practices.

The HR Generalist manages recruiting, talent pipelines, employee relations, investigations, onboarding, benefits, payroll and timecard accuracy, HR data reporting, compliance, training, engagement events, and wellness programs. The role supports managers and employees across a manufacturing environment, maintains HR records and government reports, administers benefits and employee events, and helps develop policies, career paths, and leadership capabilities.