Top Senior HR Jobs

Lead employee relations and investigations, advise managers on performance management and terminations, ensure compliance with employment laws, conduct HR audits, deliver coaching and training, support HR partnerships and succession planning, track KPIs and participate in departmental EOS/Traction processes.

The Director of Human Resources aligns HR strategy with business objectives, manages day-to-day HR operations, oversees recruitment, and maintains employee relations and compliance within the organization.

Lead HR systems support and projects for People Operations, focusing on Workday and SAP mass data loads, process optimization, KPI/SLA management, master data and compensation administration, and stakeholder-facing technical/analytical guidance.

Administer employee benefits programs (medical, dental, vision, retirement, disability), manage enrollments and vendor relationships, ensure compliance (ACA, FMLA, HIPAA, COBRA, ERISA), support employees with benefits questions, coordinate open enrollment, maintain benefits data and reporting, and assist with program design and audits.

Provide strategic and hands-on HR leadership for a multi-site manufacturing business unit. Partner with leadership on workforce planning, talent acquisition, employee relations, compliance, leadership development, HR operations, and build a local HR team while supporting corporate HR alignment.

Partner with field and corporate leaders to implement HR strategy across multiple locations: oversee recruiting, compensation/job analysis, performance management, benefits and HRIS recordkeeping, training, investigations, union relations, employee engagement, acquisitions support, and supervise 1–3 HR staff with ~30% regional travel.

Lead HR functions for a 90-employee metal fabrication firm: recruit, onboard, administer benefits and payroll, manage employee relations, update policies, develop HRIS, deliver training, ensure legal compliance, and supervise HR support staff.

Develop and maintain HR reports, dashboards, and Workday data extracts; ensure data governance and integrity; provide Workday system administration, security, testing, troubleshooting, integrations, and end-user training; support HR operations like open enrollment and compensation cycles; document processes and partner with stakeholders and vendors for improvements.

Lead and supervise HR staff to manage recruiting, hiring, compensation, benefits, payroll, training, performance management, employee relations, disciplinary actions, compliance with labor laws, workforce planning, and HR policy development while serving as liaison between employees and leadership.

Lead HR programs for multiple plant sites including talent acquisition, employee relations, compliance, performance management, learning and development, and workforce planning. Partner with leadership to implement HR strategies, advise managers on employee matters, ensure multi-state legal compliance (including California), analyze workforce data, and support onboarding and HR systems administration.

Lead HR programs for multiple plant sites including talent acquisition support, employee relations, compliance, performance management, learning and development, workforce planning, and HR data analysis to support leadership and foster a positive workplace culture.

Serve as primary HR partner for a ~400-employee portfolio, advising leaders on employee relations, investigations, performance management, compliance, training, unemployment/EEOC claims, and HR projects to strengthen culture and organizational performance.

Lead HR operations for 700+ employees, oversee recruiting across warehouse, facilities and office roles, source and hire leadership, build and coach a high-performing HR team, develop talent acquisition strategies, and partner with leaders on performance management and employee relations.

Serve as a trusted HR advisor across multiple business units: conduct workplace investigations, administer FMLA/ADA and leave programs, support HR operations and performance management, maintain HRIS records (Paycom), produce HR reports/analytics, and drive HR projects and process improvements to support employees and leaders.

Senior individual-contributor HR leader partnering with the CDIO to lead people strategy for Data/Technology/AI. Owns talent strategy, org design, workforce planning, change leadership, leadership development, succession planning, and AI-enabled HR analytics to scale technical capability and improve organizational effectiveness across the enterprise.

Lead HR strategy and team, own talent acquisition, training, leadership development, employee relations, performance management, succession planning, compensation structure, policy compliance, HR metrics and employee experience. Partner with Finance, counsel, and executive leadership; handle complex investigations and present HR matters to the Board. Fully onsite role requiring background, TB clearance, and immunizations.

Lead Classification and Compensation consultant providing technical guidance to stakeholders. Conducts benchmarking and job/classification reviews, recommends pay actions, leads data analytics and reporting, manages state reporting and internal compliance audits, approves personnel actions, and advises talent acquisition to ensure pay equity and policy alignment.

Partner with hotel leaders to coach on employee relations, performance, investigations, and talent development; lead onboarding, recruiting, training, use people data to inform HR policy, and champion culture across multiple properties.

Serve as strategic HR Business Partner supporting leaders across functions. Oversee HR operations, employee lifecycle, compliance, leave administration, employee relations, talent planning, performance management, and HR process improvements. Produce executive-ready reporting and partner with cross-functional HR teams to scale programs and enhance employee experience.

Lead all HR functions for Apex Building Company9s Waterproofing Division including benefits administration, policy and compliance, federal/state HR filings, payroll coordination, compensation and performance review administration, employee relations, training, HR operations, and multi-location HR support.

Lead HR for a multi-site precast concrete manufacturer as a strategic business partner. Oversee recruiting, employee relations, benefits, compliance, performance management, payroll coordination, leave administration, HR reporting, talent management, engagement, labor relations, and analytics.

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 hands-on HR Business Partner supporting recruitment, compensation, benefits, learning and development, employee relations, performance management, organization design, workforce planning, succession planning, and related HR projects. Advise senior leaders, manage complex employee relations with legal knowledge and discretion, and drive engagement, retention, and organizational effectiveness.

Serve as a strategic HR partner to senior leaders across corporate functions, advising on organizational effectiveness, change management, workforce planning, talent reviews, succession, leadership development, employee relations and investigations, performance coaching, and people analytics. Drive integrated HR solutions with TA, Total Rewards, and L&D, ensure legal and policy compliance, mitigate people-related risks, and scale HR programs to support growth.

Partner with regional and site leaders across multiple industrial locations to align people strategies with business priorities. Provide HR guidance on employee relations, performance management, workforce planning, talent acquisition, compensation, compliance, and organizational effectiveness. Drive consistent HR practices, analyze workforce metrics, support training and succession planning, lead investigations, and enable change management while maintaining a visible regional HR presence and collaborating with HR centers of excellence.