Top Senior HR Jobs

Serve as a strategic HR advisor to senior leaders, shaping workforce planning, organization design, talent strategy, and change management. Use data and analytics to identify risks, influence decisions, and measure people outcomes. Coach leaders, support employee relations, partner with HR Centers of Excellence, and lead HR transformation initiatives to improve performance, engagement, and organizational capability. Role includes occasional travel (up to 15%) and supervises 1-2 direct reports.

Provide employee-relations support including investigations, policy interpretation, coaching managers and employees, handling disciplinary and performance actions, supporting exits and exit interviews, and offering consultative HR guidance while maintaining confidentiality.

Lead HR operations, advise leadership, manage employee relations and investigations, administer benefits and leave programs, ensure compliance, maintain HR policies and records, support performance management and development, and mentor HR staff to strengthen culture and engagement.

Own day-to-day people operations including full employee lifecycle, payroll/benefits administration, HRIS and records management, compliance (federal/Texas/HIPAA), recruiting operations, performance cycles, employee relations, engagement programs, vendor management, and people reporting for leadership.

Manage full-cycle recruiting for roles from administrative to executive across finance, technology, and support. Source, screen, interview, place hires, onboard employees, manage recruiting platforms and agency relationships, run campus recruitment and internships, advise senior management on hiring strategy, and support HR special projects.

Lead HR business partner initiatives including employee relations, performance management, talent and leadership development, workforce planning, career development planning, and organizational change. Coach leaders, manage investigations and corrective actions, analyze HR metrics to recommend solutions, ensure policy and legal compliance, and foster an inclusive, high-performance culture.

Lead North America HR compliance and immigration programs: maintain policies, ensure federal/state/local compliance, manage visa sponsorships (non-immigrant and immigrant), partner with counsel and stakeholders, deliver training, handle audits/reports, optimize processes, and oversee immigration budgets and employee communications.

Partner with leaders to provide HR guidance on employee relations, performance management, recruitment, onboarding, training, investigations, and HR programs. Use HR data to recommend solutions that support engagement, retention, compliance, and a positive workplace culture.

Serve as the primary HR strategist for Americas Sales and Marketing: align people strategy to revenue goals, partner with Finance/RevOps on territory and incentives, lead org design and re-orgs, manage pay/performance and quota alignment, drive L&D and TA collaboration, use HR metrics for insight, and coach managers on complex employee relations.

Lead end-to-end executive searches: develop search strategies and position specs, source and assess candidates, manage client and candidate relationships, mentor junior team members, and deliver high-quality market research and search deliverables to clients.

Manage and optimize Workday configurations, integrations, reporting, and audits. Support payroll, benefits, leave pay, and HR process improvements; coordinate testing, resolve data issues, and provide backup payroll and HR admin support.

Partner with Global Operations leaders to implement HR strategies, support staffing, onboarding, performance and talent management, analyze HR metrics, conduct workforce planning, resolve employee relations issues, and collaborate with cross-functional HR teams to improve organizational effectiveness and employee experience.

Lead full-cycle recruitment and onboarding for faculty, staff, and student employees; manage ATS and recruiting metrics; support HR compliance, credentialing, benefits queries, employee engagement, recognition events, and onboarding/retention initiatives.

Partner with business leaders to set people strategy and execute HR programs across ~50 branches and 700 employees. Drive organizational design, talent acquisition, performance management, change initiatives, retention strategies, employee relations, and coaching. Lead HR team development and translate data into actionable insights. Travel ~25-30%.

Lead and manage HR team and functions including onboarding, employee relations, performance management, benefits administration, leave and workers' compensation, HRIS (Paycom) administration, compliance reporting, and HR-related training and recognition programs. Partner with leadership and cross-functional teams to implement HR strategy and processes.

Serve as a strategic, hands-on HR business partner for technical and business teams. Advise leaders on org design, coach managers through employee relations and performance issues, lead talent and compensation cycles, execute reorganizations, improve people programs and processes, and use workforce data to surface trends and risks. Support cross-functional coordination with People Operations, Recruiting, Finance, and Legal.

Strategic HR Business Partner for Enablement Functions delivering end-to-end talent outcomes: coach and advise leaders, design and implement talent and change initiatives, lead annual talent cycles and succession planning, partner with Centers of Expertise, use data to identify gaps and demonstrate ROI, and drive a differentiated employee and manager experience.

The HR Partner advises management on HR matters, fosters performance culture, partners with talent management, and builds strong relationships across the organization to enhance employee development and navigate change.

Serve as a strategic HR advisor to senior leaders in Technology and Data Solutions. Lead employee relations and investigations, support talent acquisition, workforce planning, learning and development, change management, HR analytics, and cross-functional HR projects. Mentor HR colleagues and drive people strategies that align with business objectives and organizational transformation.

Serve as an on-site, hands-on HR business partner supporting staffing, onboarding, compensation, benefits, employee relations, performance management, training, policy compliance, and HR/payroll transactions. Coach managers, investigate employee issues, support recruiting and workforce planning, and collaborate with Corporate HR on programs to improve engagement, development, and workplace culture.

Lead HR initiatives for a manufacturing site, partnering with leadership to manage recruiting, onboarding, employee relations, engagement, compliance, compensation, performance and workforce planning. Use HR data to inform decisions, support DEI and training programs, lead a small HR team, and drive organizational effectiveness.

Serve as on-site HR business partner for the Data Center Power and Control division. Manage employee relations, compliance with federal/state laws, workforce planning, performance management, onboarding, training, and lead HR initiatives. Coach managers, support talent acquisition, and manage direct reports to align HR activities with business goals.

Provide senior HR leadership and strategy across payroll, benefits, HRIS, talent acquisition, onboarding, employee relations, performance management, and compliance. Build retention frameworks, define HR KPIs, manage HR team and vendors, maintain legal compliance, draft HR budgets, and partner with leadership to drive culture, engagement, and organizational development.

Manage HR data accuracy, audit and compliance activities, records management, payroll and benefits account reconciliations, and produce HR reports. Provide administrative and operational HR support within a shared services team, handling high-volume transactional work and sensitive employee information.

Senior individual contributor leading Hire-to-Retire HR operations programs (payroll, HR data, onboarding/offboarding, leaves), governing Workday transactions, driving compliance, process improvements, vendor management, stakeholder partnerships, training, and serving as escalation and subject matter expert to ensure scalable, accurate HR service delivery.