Top Senior HR Jobs

Leads HR operations for more than 200 warehouse, facilities, and office employees. Manages and develops the HR team, supports staffing for a new facility, and partners with leadership on hiring, performance management, employee relations, and engagement. The role requires strong recruiting experience in high-growth, shift, or warehouse environments, knowledge of labor laws, and extended travel for initial training.

Partners with global leaders across Quality, Regulatory, and business functions on workforce planning, organizational effectiveness, talent, performance, employee relations, engagement, learning, culture, and leadership development. Ensures compliant, well-documented HR processes and accurate Workday data while providing hands-on support in a complex, regulated environment. Collaborates across People & Culture, Talent Acquisition, HR Operations, Legal, Compliance, and People Intelligence to deliver consistent and practical HR solutions.

Directs hotel human resources operations, including recruiting, onboarding, training, employee relations, performance management, compensation and benefits, compliance, engagement, records, safety, and workforce planning. Advises managers and employees, oversees HR staff and programs, ensures compliance with employment laws, manages personnel processes, and supports talent retention and organizational effectiveness in a seasonal hospitality environment.

Partners with leaders to align people strategies with business objectives, supports organizational change, workforce planning, talent mobility, job leveling, employee engagement, and leadership capability. Provides data-driven HR insights, advises managers and employees, and coordinates HR initiatives across programs, locations, and a multicultural defense environment.

Serve as HR business partner for West Coast Studio Operations, leading employee relations, onboarding, performance management, talent attraction, manager coaching, workforce planning, and HR projects. Provide guidance on policy, investigations, union matters, and design action plans to improve culture and operations across corporate and production teams.

Lead client engagements on benefits strategy, plan design, open enrollment, and administration. Stabilize operations, manage carriers/brokers, execute transitions and platform migrations, ensure compliance, advise on cost optimization and multi-state/global expansion, and expand client relationships.

Serve as a strategic HR advisor to business leaders across workforce planning, organizational effectiveness, employee relations, performance management, talent development, engagement, retention, change management, and people analytics. Coach leaders, manage complex investigations and employee relations matters, interpret employment policies and laws, identify workforce risks, and strengthen the organization’s HR business partner operating model and practices.

Senior Human Resources Generalist serving leaders and employees across six Michigan locations. Responsibilities include employee relations, workplace investigations, performance management, FMLA and ADA administration, workers’ compensation, OSHA compliance, benefits administration, employment-law compliance, HR policy improvement, reporting, and manager coaching. The role requires periodic in-state travel and may support recruiting.

Supports daily HR operations across multiple manufacturing facilities, including recruiting, onboarding, employee relations, performance management, compensation, benefits, compliance, training, workforce planning, and succession planning. Advises managers, maintains HR records and policies, analyzes workforce data, manages HRIS workflows, investigates workplace incidents, and supports employee engagement and organizational development while ensuring compliance with employment laws and export-control requirements.

Supports US store operations through employee relations, performance management, workplace investigations, policy compliance, recruitment, onboarding, training, and development. Advises operations leaders, manages workplace claims and accommodations, analyzes HR trends, updates policies, and contributes to long-term HR strategy. The role is remote, supports multiple states, and requires travel of up to 25%.

Manages full-spectrum HR operations across multiple facilities, including employee relations, recruiting, onboarding, benefits, payroll support, performance management, compliance, training, investigations, and workforce planning. Partners with facility leaders, maintains HRIS records, conducts I-9 audits, supports employee engagement and DEI initiatives, and develops HR policies. The role requires strong employment-law knowledge, multi-site HR experience, bilingual Spanish and English communication, and occasional travel to assigned facilities.

Leads total rewards strategy, compensation, benefits, HR operations, HRIS optimization, reporting, compliance, vendor management, and employee experience initiatives. Partners with executives and cross-functional teams on budgeting, workforce planning, systems, process improvements, and regulatory requirements. Oversees benefits renewals, open enrollment, data governance, and service delivery while coaching team members and advising managers and employees.

Leads HR strategy and operations for regional or functional business groups, managing HR teams and advising leaders on employee relations, talent management, performance, workforce planning, engagement, and organizational effectiveness. Oversees leadership development, compensation cycles, succession planning, labor relations, compliance, HR initiatives, and M&A integration while coaching and developing HR staff.

Provides advanced HR systems and transaction support using Workday and ServiceNow. Resolves complex HR inquiries, access issues, organizational updates, international transfers, executive moves, and service tickets. Supports testing, systemic issue research, reporting, audits, performance analytics, and process improvement while maintaining confidentiality. Coordinates with HR technology, centers of excellence, and HR business partners, and provides backup phone and ticket support.

Manages facility HR operations, including recruiting, onboarding, offboarding, payroll, benefits, employee relations, performance management, compliance, personnel records, leave administration, unemployment and workers’ compensation claims, training, and employee engagement. Maintains ADP, ATS, and LMS systems while advising managers and employees on policies, labor regulations, benefits, and performance concerns.

Senior HR Business Partner advising executives and senior leaders on organization design, workforce planning, talent and succession, culture, and enterprise transformation. The role leads HR initiatives for complex organizational changes and integrations, coaches leaders, assesses organizational health, and translates workforce data into actions that improve performance, engagement, retention, and leadership capability.

Leads strategic HR partnership for Finance and Corporate Strategy executives, aligning talent, succession, organizational design, workforce planning, leadership development, culture, and transformation with business priorities. Advises on organizational effectiveness, restructuring, AI and automation workforce impacts, and talent risks. Coaches senior leaders, drives succession and capability development, uses workforce and HR data to guide decisions, and partners across HR functions to execute enterprise initiatives in a global, matrixed environment.

Lead HR strategy and operations for a pharmaceutical packaging site: partner with leaders across functions, drive talent acquisition, performance management, employee engagement, HR policy/compliance, and use HR metrics to improve processes.

Leads the HR department for a 130-employee mission-driven organization. Oversees an HR Generalist and manages employee relations, recruiting, compensation, benefits, leave administration, compliance, policies, training records, and employment-law matters. Serves on the leadership team, reports to the CEO, and provides strategic and operational HR guidance while supporting equity, inclusion, retention, and organizational growth.

Serves as strategic HR advisor to two C-suite executives, leading global HR business partners and partnering with HR Centers of Excellence. Responsibilities include organizational design, workforce strategy, executive succession, leadership development, performance calibration, culture building, talent programs, and large-scale change management for technology-focused organizations.

Serves as strategic HR advisor to two C-suite executives, leading global HR business partners and partnering with Centers of Excellence. Designs operating models, workforce strategies, succession plans, leadership development, and organizational transformations. Uses people and operational analytics to guide talent decisions, align culture, and improve business performance across global markets.

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.