Top Senior HR Jobs

The Human Resources Manager will oversee HR functions, ensure compliance with regulations, manage employee relations, and conduct performance reviews and orientations.

Manage full-cycle HR tasks including orientations, new-hire processing (HRIS, I-9/E-Verify), employee records, tier-1 employee relations, benefits/timekeeping support, offboarding, unemployment responses, and partnering with HRBP and business leaders to ensure compliance and engagement.

Lead HR as senior business partner across multiple locations, driving talent acquisition, workforce and succession planning, leadership development, employee and labor relations, performance and compensation processes, change initiatives, and mentoring the HR team to achieve business results in a manufacturing/unionized environment.

Interim HR leader providing maternity-leave coverage with primary ownership of compensation strategy, annual merit and bonus administration, and compensation analytics for ~1,100 employees. Manages merit review and bonus calculations, produces executive dashboards and reports, ensures data integrity and compliance, supports HR operations and analytics, partners with finance and senior leaders, and oversees performance management and MBO processes.

The HR Partner serves as a trusted advisor, managing talent strategies, handling employee relations, and aligning HR services with organizational goals. The role involves strategic recommendations, performance management, and developing HR practices tailored to unit needs.

Manage US HR operations and support international/cross-border teams. Advise leaders on policies, handle employee relations and compliance, oversee talent, leaves, payroll/benefits coordination, HR reporting, and support HR program development and rollout.

Serve as a strategic HR advisor to senior leaders, driving talent management, workforce planning, organizational design, change management, leadership coaching, employee relations, and HR analytics to improve organizational effectiveness and employee engagement.

Lead HR systems integration efforts, gather and document functional/technical requirements, coordinate stakeholders and vendors, define data flows, oversee cutover and project timelines, maintain data governance and HR data catalog, and produce FDDs/BRDs/TDDs and other technical documentation.

Support HR Director executing HR initiatives across a multi-site healthcare network. Manage employee relations, full-cycle onboarding, credentialing, payroll-sensitive transactions, compliance, reporting, and HRIS/onboarding system administration.

Provide strategic and tactical HR support for a manufacturing plant, including staffing, compensation, benefits, training, employee relations, talent review and succession planning. Align HR programs with business strategy, lead organizational assessments, improve efficiency, coach managers on employee relations, administer policies and compliance programs, and drive employee engagement.

Serve as HR generalist partner for Central Ohio operations and corporate functions: handle employee relations, compliance, performance management, learning and development, workforce planning, onboarding/offboarding, HRIS data integrity, and support talent acquisition and engagement initiatives.

Serve as onsite HR business partner supporting salaried and hourly employees: advise leaders on employee and labor relations, ensure HR and regulatory compliance, coach and influence leadership, support workforce planning, lead investigations, drive engagement and process improvements, and act as site HR focal for FAA Drug & Alcohol Program.

Lead HR service delivery for nonprofit clients: manage HR generalist teams, advise on employee relations, compliance, union matters, talent and performance, run complex projects, optimize HR systems and SOPs, and maintain strong client relationships.

Serve as HR business partner for the NJ Vehicle Inspection & Compliance program: manage union relations and CBA compliance, advise management on labor law and policies, conduct investigations, support recruitment and onboarding, administer FMLA/NJFLA/ADA/state disability programs, maintain confidential HR records, and use data to inform staffing decisions.

Support and improve HR systems and data integrity (PeopleSoft/Oracle Cloud). Liaise with IT and HR BPs to gather requirements, develop test scripts, lead UAT, deliver projects, build management dashboards and visualizations (PowerBI), troubleshoot system issues, ensure data quality and privacy, and manage stakeholder communications to drive global standardization and continuous improvement.

Partner with business units to align HR strategy with business objectives. Provide HR policy guidance, manage complex employee relations and investigations, ensure legal and regulatory compliance, support performance management, workforce planning, succession, training needs, and analyze HR metrics to develop solutions. Serve as coach and mentor and represent the company at hearings and external cases.

Serve as an HR trusted advisor delivering employee relations, performance management, compliance, HRIS transactions, talent support, process improvements, and HR program leadership across the employee lifecycle. Coach leaders, support onboarding/offboarding, analyze HR metrics, ensure legal compliance, and partner on workforce planning and policy updates.

Provide comprehensive HR services to assigned County departments as a trusted business partner. Manage employee relations, recruitment and selection, workplace investigations, classification and compensation, policy interpretation, and compliance with federal and state employment laws. Advise managers and employees, support organizational development, and handle competing priorities with strong communication and problem-solving skills.

Serve as a strategic HR partner to business leaders, focusing on supply chain operations. Develop policies, coach People Operations Generalists, advise on performance and compliance, analyze people data, and drive inclusive, scalable people programs to support business growth.

Senior HR leader and strategic partner to the Executive Leadership Team responsible for people strategy across shoreside and shipboard operations. Leads organizational design, leadership development, succession planning, change management, employee relations, compensation and benefits strategy, HR operations and compliance, workforce planning and budgeting to support scalable growth and strong organizational culture. Hybrid role with periodic travel (~10%).

Act as strategic HRBP for Sales and Customer orgs: advise leaders on org design, workforce and comp planning, performance management, and employee relations; build HRBP playbooks and operating model; coach managers, use people data to flag risks, lead change initiatives, and scale HRBP capabilities globally.

Senior HR leader partnering with executives to align people strategy across multiple manufacturing sites. Lead HR teams, workforce planning, succession, leadership development, organizational change, compliance, and regional HR program delivery to support growth and transformation.

Lead HR operations covering total rewards, payroll integrity, HR governance, and HRIS. Design compensation frameworks, manage payroll accuracy, ensure compliance in a unionized multi-location environment, drive HR technology and analytics, and build operational excellence and team capability.

Lead HR for a multi-site manufacturing business unit, providing strategic HR partnership, managing hourly recruitment, union labor relations and contract administration, employee relations, compliance, leadership development, HR operations, and cross-functional HR initiatives while supporting business objectives and driving operational excellence.

Lead HR activities for an assigned location including recruiting, onboarding, employee relations, payroll, benefits, learning and development, compliance, people analytics, and wellness. Advise managers, drive talent and engagement initiatives, manage HR processes, and may supervise a small HR team.