Top Senior HR Jobs

Leads the organization’s human resources strategy and operations, including recruitment, retention, employee relations, compliance, compensation, benefits, HRIS administration, training, performance management, credentialing, workforce planning, and reporting. Advises leadership, oversees investigations and personnel policies, supports audits and regulatory requirements, manages HR metrics, and supervises the HR Assistant.

Directs university human resources, payroll, benefits, compensation, employee relations, recruitment, compliance, staff development, risk management, and HR communications. Oversees HR and payroll staff, manages budgets and vendors, administers performance and benefits programs, ensures legal and payroll compliance, coordinates workers’ compensation and insurance matters, and supports university-wide employee and risk initiatives.

Serves as a strategic HR advisor to business leaders across a distributed workforce. Coaches managers, leads leadership development, performance management, employee relations investigations, talent reviews, succession planning, workforce planning, and change initiatives. Uses people analytics to guide retention, compensation, promotions, and organizational decisions. Partners with recruiting and legal counsel while scaling HR programs and ensuring compliance across multiple states.

Lead employee relations and HR compliance programs, conduct investigations, ensure adherence to international and US employment laws, manage FedRAMP-related HR controls and audits, develop policies and training, track trends, mitigate HR risks, and partner with HR, legal, and cross-functional teams to sustain a positive, compliant workplace.

Owns the HR compliance program by monitoring employment regulations, maintaining policies and procedures, coordinating audits, tracking corrective actions, developing training and guidance, and building enterprise-wide governance frameworks. Partners with Legal, HR Operations, HRIS, Payroll, Benefits, and other teams on compliance reporting, risk assessment, employee investigations, and consistent implementation of regulated HR processes across the organization.

Leads global Human Resources risk and compliance strategy across multiple regions. Oversees operational risk management, controls, regulatory compliance, audit readiness, reporting, governance, training, and remediation. Advises senior HR and enterprise leaders, partners with auditors and regulators, monitors emerging risks, and ensures compliance with employment, labor, privacy, financial-services, and jurisdiction-specific requirements. Manages and develops a global HR Risk and Compliance team while strengthening accountability, control effectiveness, and regulatory resilience.

Leads HR operations and an early-career HR team supporting Chicago and Great Lakes employees. Responsibilities include onboarding, employee relations, performance management, leave administration, I-9 compliance, employee records, investigations, HR technology, process improvement, and workforce transitions. Acts as an HR Business Partner for corporate and operational leaders, ensures compliant and consistent practices, improves service delivery, and supports office-management activities.

Serves as a strategic advisor to leaders, aligning HR and talent strategies with business goals. Provides guidance across organizational development, leadership development, talent management, recruitment, retention, performance management, total rewards, engagement, and compliance. Coaches leaders, analyzes people data, supports workforce planning and change initiatives, implements HR programs, and promotes an inclusive, high-performing culture while ensuring employment-law compliance.

Leads an embedded HR team supporting a college or division, advising senior leaders on workforce strategy, organizational design, employee relations, talent management, and organizational effectiveness. Translates enterprise HR strategy into unit-level actions, coaches leaders through complex people decisions, manages HR staff, coordinates with HR centers of expertise and shared services, and uses workforce data to identify risks and inform decisions.

Provides full-cycle HR support for a manufacturing plant, including employee relations, performance management, training, engagement, retention, compliance, reporting, onboarding, and HR process improvement. Partners with plant leadership, supports multiple shifts, maintains HR records and policies, delivers training, manages performance improvement plans, and supports safety and recognition initiatives.

The Human Resources Manager leads HR functions for the Life Science Optics business, including talent acquisition, employee relations, retention, performance management, compensation, benefits, learning and development, compliance, and employee engagement. The role partners with business leaders on workforce planning, recruiting, succession planning, investigations, policy compliance, and organizational development while supporting managers and employees with sensitive HR matters.

Partners with US Commercial leadership to design and execute HR strategy, including organizational change, workforce planning, talent management, performance, culture, succession, reward, risk mitigation, and employee relations. Uses data, analytics, AI, and HR systems to identify opportunities and guide decisions. Coaches senior leaders, supports organizational effectiveness, manages complex initiatives, and influences stakeholders in a highly matrixed environment.

Serves as a strategic and day-to-day HR partner for Customer Excellence leaders and salaried employees. Responsibilities include employee relations, performance management, talent development, workforce planning, recruiting support, onboarding, compliance, organizational design, compensation processes, HR metrics, employee engagement, and process improvement. The role provides coaching, investigates workplace issues, supports organizational changes, and maintains HR records while ensuring compliance with employment laws and company policies.

The Human Resources Manager manages employee lifecycle programs, including recruitment, onboarding, benefits, performance management, engagement, offboarding, HRIS records, compliance, and workforce reporting. The role advises employees and managers, supports multi-state employment practices, partners with vendors and payroll, and leads process improvements and People initiatives in collaboration with the Head of People.

Own compensation analytics, market benchmarking, salary structures, job leveling, internal equity, merit and bonus modeling, and HR reporting. Manage core People Operations processes including onboarding, offboarding, records, payroll coordination, benefits, and HR systems administration. Partner with HR, business, recruiting, mobility, legal, and employee relations teams to support data-driven HR services and maintain compliant policies and procedures.

Serves as the primary HR contact for drilling operations, managing employee relations investigations, performance management, policy interpretation, compliance, workforce planning, talent processes, hiring, onboarding, and training. Partners with leadership and employees to improve retention, morale, and performance. Requires frequent travel to remote drilling sites and the ability to safely navigate rig environments.

Strategic HR Business Partner supporting engineering leadership: drive talent strategy, organizational design, change management, workforce planning, leadership coaching, and initiatives to build capability and employee engagement. Acts as trusted advisor to optimize team performance and implement HR practices aligned to business objectives.

Administer and oversee HR compliance programs covering immigration and sponsorship, I-9 and E-Verify processes, background checks, drug screens, onboarding, audits, and employment regulations. Maintain compliance records, monitor regulatory changes, coordinate with vendors and stakeholders, identify process gaps, implement corrective actions, and support governance improvements across the employee lifecycle.

Leads and supports Buncombe County’s Human Resources Department by overseeing up to four HR divisions, improving HR processes and systems, managing policies and compliance, supporting compensation initiatives, developing staff, overseeing budgets, and serving as backup to the HR Director. The role supervises teams, advises leadership, resolves sensitive employee matters, presents reports, and coordinates strategic HR programs across the organization.

Supports the full employee lifecycle, including payroll, benefits, leave administration, employee relations, performance management, investigations, HRIS data integrity, onboarding, compensation, talent management, compliance, and HR process improvement. Serves as a trusted HR resource to employees and managers while providing operational support across the organization.

Leads HR operations and compliance, including employment law compliance, policy development, employee relations, investigations, HRIS data integrity, payroll oversight, audits, leave and accommodation administration, and internal controls. Partners with organizational leaders to resolve complex employment matters, improve HR workflows, maintain accurate records, and ensure consistent, efficient, and legally compliant practices.

Oversee local HR operations, including employee relations, performance management, recruiting, payroll coordination, benefits, leave administration, workers’ compensation, engagement programs, and safety compliance. Partner with corporate HR and local leadership while maintaining personnel confidentiality and supporting production associate hiring.

Serve as a strategic HR partner for a large manufacturing plant, handling labor relations with unions, talent acquisition, onboarding, performance management, policy compliance, coaching, HR metrics, EHS alignment, employee engagement, and corporate HR initiatives to improve organizational effectiveness and employee experience.

Provides full-cycle HR partnership across multiple offices, including employee relations, recruitment, onboarding, training, performance management, engagement, HRIS data accuracy, compliance, leave and ADA support, investigations, and leadership coaching. Advises senior management, supports organizational change and acquisitions, coordinates with payroll, assists with AAP and EEOC reporting, and may supervise HR staff. The role is onsite in West Palm Beach and requires travel throughout Florida.

Partner with business leaders across multiple sites to drive talent, culture, organizational effectiveness, and employee engagement. Implement HR programs (performance, talent, learning, workforce planning), advise on policies and employee relations, lead investigations, support change management, and collaborate with shared-services teams to align people strategies with business objectives.