Top Senior HR Jobs

Oversee daily HR operations, employment-law compliance, investigations, unemployment claims, payroll and wage-hour practices. Advise managers on HR matters, support staff training and development, lead direct reports, maintain compliant policies, and improve HR resource efficiency. The role also serves as a liaison to employee groups and collaborates with the Director of Human Resources.

Leads the HR function by managing HR staff, developing workforce strategies, overseeing recruitment and retention, guiding performance management, advising leadership, handling employee relations and labor issues, ensuring employment-law compliance, and implementing training programs. The role also manages HR metrics and reporting to support organizational decisions, while partnering cross-functionally to drive organizational performance and change.

The Director of Human Resources partners with the Bagcraft operating unit and leads HR professionals across six U.S. manufacturing sites. Responsibilities include HR strategy, leadership coaching, employee engagement, recruiting, talent management, organizational development, change management, HR analytics, legal compliance, and labor relations. The role oversees union relationships, collective bargaining, grievances, and arbitration while partnering with centers of excellence in talent acquisition, compensation, benefits, and employee experience. Travel of up to 40% within the United States is required.

The Human Resources Manager serves as the strategic HR partner for a high-volume manufacturing plant. Responsibilities include talent acquisition, onboarding, labor and employee relations, union collaboration, training and development, succession planning, compensation, payroll, benefits, compliance, investigations, engagement, change management, workforce planning, and performance coaching. The role analyzes HR metrics, improves plant productivity and retention, supports leadership development, and partners with plant management and HR centers of excellence.

Serves as the HR business partner for a 175-employee manufacturing facility, advising leaders and executing HR strategies. Responsibilities include employee engagement, recruiting, onboarding, talent management, workforce planning, learning and development, organizational effectiveness, change management, people analytics, and regulatory compliance. The role may lead HR staff, coaches employees and leaders, maintains HR dashboards, and partners with centers of excellence. Travel of up to 5% within the United States is required.

Leads HR operations for two manufacturing sites, partnering with plant leadership on workforce strategy, recruitment, onboarding, benefits, payroll, performance management, employee relations, compliance, engagement, and retention. Manages union relationships and collective bargaining at the Ridgefield location, ensures accurate policy and contract implementation, and develops people metrics and employee development initiatives. Requires strong HR expertise, HRIS experience, confidentiality, legal compliance knowledge, and occasional travel to other sites.

Provides onsite HR support for a senior living community, including HR events, communications, Workday record maintenance, audits, reporting, payroll actions, invoices, expenses, and coordination with HR and technical teams. The role requires strong customer service, communication, confidentiality, and adaptability in a fast-paced environment.

Partners with business leaders and employees across the North Central U.S. to deliver strategic HR guidance. Responsibilities include workforce planning, organizational design, employee engagement, talent development, succession planning, change management, employee relations, performance management, investigations, compensation, coaching, training, and HR project leadership. The role advises leaders, supports organizational effectiveness, promotes a positive employee experience, and collaborates with HR teams in a geographically dispersed environment.

Supports HR compliance, leave and accommodation administration, benefits, HR operations, employee records, reporting, policy administration, and process improvement. Provides guidance to employees and managers, coordinates audits and compliance documentation, supports onboarding and employee lifecycle processes, and partners with the Director of Human Resources on sensitive issues and organizational initiatives. The role requires strong knowledge of employment laws, benefits administration, HR systems, confidentiality, and multi-state compliance practices.

The HR Business Partner will lead HR strategy and operations across East Africa, including workforce planning, recruitment, onboarding, administration, compliance, compensation, payroll coordination, performance management, employee relations, disciplinary processes, and staff development. The role advises managers, ensures compliance with local employment laws, maintains HR policies and records, supports employee well-being, and drives continuous improvement across the employee lifecycle.

Leads the full HR agenda for an on-site distribution center, including employee relations, investigations, workforce planning, recruiting, compliance, HR operations, safety partnership, workers’ compensation, retention, leadership development, and culture. Advises facility leadership using workforce metrics, manages employment-law compliance, supports multi-shift operations, and drives change management, engagement, and cost-containment initiatives.

Provides HR support and consulting to business leaders across employee relations, talent acquisition, talent development, total rewards, payroll and benefits, analytics, compliance, and HR program implementation. Investigates employee complaints, advises on employment laws and policies, maintains HR records and reports, supports special projects, and trains others on HR procedures.

Provides strategic and operational HR support to leaders and employees across multiple locations. The role includes coaching leaders, advising on complex employee and organizational matters, supporting HR initiatives, managing competing priorities, and fostering a positive employee experience. The position partners with manufacturing, operations, or multi-site environments and requires strong communication, judgment, problem-solving, and relationship-building skills.

Manages human resources functions at a manufacturing facility, partnering with operations and production leadership. Advises managers on employee relations, attendance, conflict resolution, discipline, policy compliance, and investigations. Leads labor relations, including contract interpretation and grievance resolution, while supporting staffing, onboarding, HR programs, communications, and engagement initiatives. Maintains HRIS data integrity in Workday and handles sensitive personnel matters confidentially.

Serves as the primary HR business partner for a unionized soybean processing facility. Responsibilities include employee and labor relations, grievance and contract administration, recruiting, workforce and succession planning, performance management, compliance, leave administration, employee engagement, HR systems, payroll processes, and talent development. Partners with plant leadership and employees to support workforce stability, operational performance, and a positive workplace culture.

Serves as a strategic HR consultant to management and employees across U.S. and Mexico operations. Oversees employee lifecycle activities including recruiting, talent management, compensation, succession planning, employee relations, compliance, training, and organizational change. Advises leaders, investigates workplace issues, supports workforce planning and HRIS initiatives, develops policies and job descriptions, and leads engagement and retention efforts. Requires regular travel between the United States and Mexico, with occasional domestic and international travel.

Serve as PNC's senior Workday/HRIS architect: design and configure Workday solutions, lead roadmap and release readiness, conduct functional QA, mentor HRIS team, drive process and system improvements, and collaborate with HR, Payroll, Talent, and stakeholders to ensure smooth deployments and adoption.

Serves as a strategic HR advisor to leaders and employees across multiple functions. Responsibilities include employee relations, performance management, manager coaching, organizational design, succession planning, engagement, change management, HR metrics analysis, policy interpretation, investigations, and collaboration with HR Centers of Excellence. The role requires strong business acumen, communication skills, employment law knowledge, and bilingual English/Spanish proficiency.

Advise academic and administrative leaders on employee relations, performance management, workforce planning, organizational design, recruitment, onboarding, offboarding, training, and culture. Use workforce analytics to provide leadership insights, lead HR process improvements, collaborate with HR specialists, and mentor HR Generalists. The role requires strong communication, confidentiality, judgment, and the ability to manage complex priorities in a matrixed university environment.

Partners with business leaders on workforce strategy, employee relations, talent development, performance management, succession planning, organizational change, and employment compliance. Supports recruitment, HR programs, employee concerns, HRIS and payroll transactions, workforce analytics, and enterprise HR initiatives while promoting a positive workplace culture.

Provides senior-level federal HR expertise in position classification, workforce development, and HR program administration. Leads complex classification reviews, organizational assessments, audits, and position management activities; advises executives, managers, union officials, and employees; and develops recommendations for workforce structure, succession planning, and recruitment. Ensures compliance with OPM standards and federal HR policies while maintaining guidance documentation and supporting recruiting tool and program improvements.

Leads HR operations, HRIS administration, compliance, employee lifecycle processes, workforce reporting, benefits, vendor management, and annual HR programs. Partners with Payroll, Finance, Talent Acquisition, and cross-functional stakeholders to improve policies, workflows, automation, and employee services while maintaining accurate and confidential employee records.

Leads HR strategy and operations for a geographically dispersed client group, advising senior leaders on workforce planning, talent development, succession, employee relations, compensation, performance management, organizational change, diversity and inclusion. Oversees promotion, compensation, and talent review processes; resolves complex HR matters with employment law; supports executive recruitment; develops HR colleagues; and mitigates organizational and compliance risks.

Partners with site, functional, and regional leaders to align workforce and talent strategies with business objectives. Advises leaders on organizational effectiveness, employee relations, performance management, succession planning, retention, and employee development. Leads workforce planning, change management, organizational design, and talent reviews while using workforce analytics to support decisions. Collaborates with Talent Acquisition, Legal, Payroll, Total Rewards, and HR operations teams to deliver integrated solutions.

Partners with site, functional, and regional leaders on workforce strategy, labor relations, organizational effectiveness, talent planning, and change initiatives. Leads collective bargaining, grievance administration, arbitration preparation, employee investigations, corrective actions, and union relationships. Supports succession planning, retention, talent acquisition, workforce analytics, and organizational development while advising leaders on employment laws and employee relations.