Top Senior HR Jobs

Provides advanced employee relations consultation, conducts complex civil rights and workplace investigations, administers ADA accommodations, manages confidential cases, assesses institutional risk, and delivers compliance training. Advises leaders on performance management, policy application, conflict resolution, and corrective action while partnering across university functions on Title VI, Title VII, Title IX, ADA, FMLA, and related requirements.

Leads human resources strategy and daily HR operations for a complex manufacturing facility. Advises leaders on staffing, compensation, employee relations, performance management, compliance, talent development, succession planning, and organizational effectiveness. Supervises HR personnel, implements policies and programs, analyzes workforce trends, resolves grievances, supports union agreement compliance, and partners with corporate HR, Legal, Benefits, Compensation, Talent Acquisition, and Learning teams.

Manage and scale HR operations across the employee lifecycle, including payroll, compensation, benefits, performance management, HRIS administration, compliance, employee relations, and offboarding. Lead process improvements and HR projects, maintain secure employee data, ensure employment-law compliance, and develop workforce dashboards and metrics. Partner with stakeholders to improve HR service delivery and employee experience in a growing organization.

Partners with leaders and People Operations on employment compliance, employee relations, benefits, investigations, risk mitigation, and HR process improvement. Oversees I-9/E-Verify, leave programs, accommodations, screening, drug testing, audits, and compliance training. Supports self-insured benefits, 401(k), open enrollment, vendors, HRIS, payroll, and cross-functional initiatives while analyzing trends and improving scalable HR practices.

Leads human resources strategy and operations for assigned locations, including employee relations, staffing, compensation, training, succession planning, compliance, affirmative action, workers’ compensation, unemployment claims, and organizational development. Partners with management to align HR goals with business objectives, foster employee engagement, support communication, and ensure compliance with employment laws and company policies.

Serve as the senior Country HR integrator for the US, partnering with HRBPs, COEs, and business leaders to implement HR programs, advise on workforce transformation, handle complex employee relations and escalations, support M&A and integrations, and drive change management, compliance, and process improvements across a matrixed global organization.

Oversee HR operations and compliance across leave management, employment laws, HRIS administration, benefits, payroll, global mobility, immigration, tax notices, audits, and employee relations. Manage benefits enrollment and vendors, ensure accurate multi-state payroll, support immigration frameworks, maintain compliant policies and documentation, and advise HR partners on complex employee relations investigations.

The HR Manager administers HR programs, advises leaders and employees, manages employee relations and complex workplace investigations, and supports talent development, succession planning, onboarding, compliance, retention, and organizational planning. The role requires strong knowledge of employment laws, HR policies, confidentiality, communication, coaching, and cross-functional partnership. Frequent travel to remote work sites may be required.

Leads the day-to-day HR function and supervises the HR team while advising employees, managers, and leadership. Oversees employee relations, recruiting, onboarding, performance management, benefits, payroll, compliance, development, engagement, workforce planning, and HR process improvement. Maintains policies, records, HR systems, and regulatory compliance while using workforce data to support organizational decisions and employee experience initiatives across multiple Oregon locations.

Serves as a strategic and hands-on HR partner to manufacturing operations, supporting employee relations, recruitment, performance management, compensation, benefits, payroll, workers’ compensation, policy administration, engagement, and organizational development. Partners with leaders, Safety, Operations, and employees to resolve concerns, improve retention, manage staffing, support change initiatives, and promote a productive workplace. Requires flexibility in a 24/7, multi-shift manufacturing environment and occasional travel.

Leads U.S. HR operational services, including employee lifecycle administration, HR data governance, service delivery, process improvement, compliance, reporting, and HR technology ownership. Manages and develops the HR Operations team, oversees SAP SuccessFactors and related platforms, establishes controls and service standards, and partners cross-functionally with Payroll, Legal, Compliance, IT, and Audit to improve accuracy, efficiency, and employee experience.

Lead enterprise HR strategy and serve as a trusted advisor to executive and business leaders. Oversee HR operations, talent acquisition, compensation, benefits, employee relations, performance management, compliance, learning, succession planning, culture, HR technology, and analytics. Ensure employment-law and FCC EEO compliance while advancing responsible AI-enabled process improvements, organizational effectiveness, leadership capability, and employee engagement across a geographically dispersed organization.

Provides strategic and operational HR partnership for approximately 300 employees, advising leaders on workforce planning, employee relations, performance management, organizational development, compliance, talent initiatives, compensation processes, HR administration, and organizational change. Maintains HRIS records, documentation, audits, and employment transactions while supporting recruitment, onboarding, learning and development, and process improvement.

Leads the organization's human resources and administrative operations, including recruitment, onboarding, employee relations, compensation, benefits, performance management, compliance, investigations, payroll coordination, and personnel records. Advises leadership on employment matters, develops policies, supports workforce planning, and manages office purchasing, insurance, security, records, and operational improvements. Supervises volunteers and promotes an efficient, compliant, inclusive workplace.

Provide frontline HR support for a multi-shift operation: handle associate inquiries, onboarding (including E-Verify), benefits and payroll issues, manage Workday and Kronos data and reporting, process FMLA/ADAAA and Workers' Comp intake, run absence/timecard audits, generate disciplinary notices, and support payroll, OSHA/Workers' Comp follow-up, and receptionist backup as assigned.

Supports HR operations for a manufacturing and operations team by handling employee relations, investigations, HR inquiries, Workday transactions, data integrity, interviews, unemployment claims, and employment-law compliance. Partners with HR functions and managers, manages multiple priorities, and supports HR projects. The role is hybrid in Rochester, New York, with four days onsite and travel between Rochester locations.

The HR Business Partner advises leaders on people strategies, organizational effectiveness, workforce planning, talent management, succession, employee relations, performance management, and change initiatives. The role coaches leaders, supports HR programs, ensures employment compliance, uses workforce data for decision-making, and partners with HR centers of excellence to strengthen engagement, leadership capability, and organizational performance.

Serves as a strategic HR advisor to business leaders, aligning people strategies with organizational objectives. Responsibilities include organizational effectiveness, workforce planning, talent management, succession planning, employee relations, performance management, leadership coaching, change management, compliance, and employee engagement. The HRBP partners with HR centers of excellence, uses workforce data to guide decisions, and supports a high-performing, inclusive culture across Holland America Line and Seabourn.

Serve as the primary HR partner for operations leaders across 60–70 stores in multiple West Coast markets. Advise leaders on people strategy, workforce planning, succession, performance management, employee relations, investigations, employment-law compliance, leadership development, engagement, retention, and organizational growth. Analyze workforce metrics and support scalable people programs, new market openings, and transformation initiatives. This field-based role requires 75% store presence and travel across assigned markets.

The HR Business Partner advises leaders on people strategies, organizational effectiveness, workforce planning, talent management, succession, employee relations, performance management, and change initiatives. The role coaches leaders, supports engagement and culture efforts, ensures employment-law and policy compliance, analyzes workforce data, and partners with HR centers of excellence to improve organizational capability and employee experience.

Manage regional HR operations including benefits, recruiting, onboarding, compliance, safety, payroll coordination, training, employee engagement, performance management, employee relations, personnel records, and administrative support. Partner with managers and Corporate HR, maintain regulatory compliance, support employee programs, coordinate claims and audits, and assist with accounting and office operations.

Onsite Human Resources Manager responsible for recruiting, interviewing, hiring, onboarding, employee support, benefits orientation, payroll coordination, compliance, investigations, retention strategies, HR initiatives, and community engagement at a meat-processing facility. The role requires bilingual English-Spanish communication, collaboration with corporate HR and site leadership, confidentiality, data analysis, and occasional safety-reporting support. Travel is less than 10% annually, with a Monday-Friday schedule and regular onsite attendance.

Leads the development of HR analytics and workforce intelligence from the ground up. Builds Power BI data models, dashboards, compensation insights, governance standards, and automation roadmaps. Partners with HR, IT, and executive leadership to improve data integrity, reduce manual reporting, and support workforce, talent, compensation, compliance, and strategic planning decisions.

Manages all phases of human resources, including compliance, recruiting, onboarding, employee relations, performance management, training, affirmative action, reporting, and ethical sourcing. Partners with compensation and department leaders to improve HR policies, programs, career pathing, and employee development. Provides counseling, coaching, and corrective action while ensuring regulatory compliance and supporting organizational goals.

Provides HR support for medium or multiple small facilities, including payroll and benefits audits, terminations, performance review preparation, investigations, background checks, onboarding, open enrollment, reporting, junior coordinator training, and process improvement.