Top Senior HR Jobs

Manage employee relations, compensation, benefits, recruitment, HRIS reporting, policy administration, compliance, orientations, and HR initiatives. Advise managers and employees on performance, legal, and workplace matters; coordinate recruiting, interviews, offers, transfers, background checks, and onboarding. Prepare reports, administer benefits and salary processes, and support strategic HR projects at an on-site manufacturing campus.

Manages multi-state payroll, employee benefits, leave administration, total rewards, compensation analysis, HRIS administration, HR analytics, compliance, process improvement, and vendor relationships across Minnesota, Wisconsin, and North Dakota. The role oversees payroll audits, benefits enrollment, compensation benchmarking, reporting, operational controls, and HR process optimization while supporting a growing healthcare organization.

Leads HR strategy and partnerships for corporate and functional teams, advising leaders on talent management, succession planning, organizational effectiveness, compensation, employee relations, change management, and talent acquisition. Develops data-driven solutions, supports leadership development and succession planning, influences stakeholders, and manages HR professionals. Requires strong communication, decision-making, project management, and people leadership skills, with travel up to 10%.

Serves as a strategic HR advisor to senior leaders, leading workforce planning, organizational effectiveness, talent strategy, change management, leadership development, employee relations, and HR transformation. Uses workforce data and talent analytics to guide decisions, mitigate organizational risks, and measure outcomes. Coaches leaders, supports organizational design and succession planning, and partners with HR teams to implement enterprise programs. The role supervises 1–2 direct reports and requires up to 15% domestic and international travel.

Performs complex human resources administration across recruitment, examinations, classification, compensation, employee and labor relations, benefits, DEI, training, and HR operations. Supervises HR staff, conducts classification and salary studies, manages accommodations and employment processes, resolves grievances, investigates misconduct, interprets labor agreements, supports disciplinary proceedings, develops training, and advises city employees and leaders on HR policies and regulations.

Serves as a strategic HR advisor to community leaders, providing guidance on employee relations, performance management, workforce planning, talent development, and organizational effectiveness. Coaches managers, supports recruiting and onboarding, leads leadership development and employee workshops, drives engagement and retention initiatives, oversees employment-law compliance, supports succession planning, coordinates culture events, and uses workforce data to recommend improvements.

Partners with senior leaders to align business and people strategies, advises on talent planning, performance, compensation, organizational change, and employee relations, and coaches HR team members. Leads strategic HR projects, improves processes, supports organizational effectiveness, and promotes consistent, ethical employee practices.

Partners with plant leaders and employees to align HR programs with manufacturing goals. Responsibilities include workforce planning, performance management, talent development, training, onboarding, employee relations, investigations, engagement, offboarding, leave administration, workers’ compensation, and compliance. The role is onsite five days per week in Oswego, Illinois and supports a 60-person, multi-shift manufacturing workforce.

Support HR operations for a 200-plus employee, multi-building campus by advising employees and leaders, handling employee relations, leave and accommodations, workers’ compensation claims, recruiting, onboarding, training, engagement, records auditing, and HR metrics. The role requires regular on-site support across shifts and collaboration with Operations and senior HR leadership.

Partners with senior leaders to align people strategy with business goals, advises on performance, talent, succession, compensation, organizational changes, and employee relations. Coaches HRBPs, leads strategic HR projects, improves HR processes, and supports leadership development, engagement, and a consistent employee experience.

Leads employee relations, performance management, full-cycle recruiting, onboarding, benefits administration, HRIS data integrity, compliance, reporting, and HR process improvement. Advises managers on investigations, coaching, corrective actions, and employment law requirements. Partners with leadership on workforce planning, engagement, retention, and policy administration while monitoring federal, state, and local regulations.

Partners with senior leaders to align business and people strategies, advising on talent planning, leadership development, performance management, employee relations, organizational design, compensation, succession planning, and change management. Coaches HRBPs and leaders, escalates complex HR matters, improves HR processes, and leads strategic HR initiatives. Promotes fair employee practices, organizational effectiveness, engagement, and an ethical workplace culture.

Provides comprehensive HR support for assigned manufacturing departments, including employee relations, investigations, manager coaching, recruiting, onboarding, leave administration, performance management, compliance, benefits, HRIS records, payroll support, reporting, training, safety initiatives, engagement, and retention. The role maintains a visible presence on the production floor and partners with employees and leaders to address workforce needs.

Provides strategic and hands-on leadership for the human resources function, including talent acquisition, compensation, benefits, performance management, employee relations, leave administration, investigations, compliance, and labor law. Advises terminal managers and safety directors, manages HR programs and job descriptions, evaluates benefits and compensation, and supports regulatory compliance across multiple transportation locations. Requires travel to other terminals as needed.

Manage full-cycle recruiting and onboarding while supporting employee relations, HR compliance, engagement, offboarding, HRIS and applicant tracking data, reporting, and process improvement. Partner with hiring managers, source candidates through multiple channels, coordinate offers and orientations, deliver training, maintain confidential records, analyze recruiting metrics, and support a positive employee experience across the employee lifecycle.

Lead the strategy, design, and delivery of global new-hire orientation and onboarding programs across the NALA region. Manage in-person, virtual, and hybrid experiences; coordinate cross-functional partners and executive speakers; create content; facilitate sessions; oversee platforms, budgets, metrics, and continuous improvement. Develop post-orientation programming and ensure inclusive cultural integration across diverse geographies. The role requires strong facilitation, project management, communication, HR knowledge, and onsite work at the Santa Clara campus.

Partners with regional leaders on HR strategy and employee relations while managing onboarding, performance management, compensation programs, training, workforce planning, policy administration, HR systems, compliance, engagement, and retention initiatives. Conducts investigations, coaches managers, supports talent development, administers employment practices, and analyzes exit interview trends. The role is on-site in Des Moines and supports a multi-site, field-based workforce.

Leads all human resources functions for the college, including recruiting, retention, onboarding, compensation, benefits, payroll, employee relations, training, compliance, policy development, performance management, succession planning, and HR reporting. Serves as a strategic partner to campus leadership, supervises HR staff, supports faculty and staff relations, oversees Title IX responsibilities, and ensures compliance with employment laws and regulatory reporting requirements.

Leads global HR partnership for JLL Technologies, advising executives on organizational design, workforce planning, talent strategy, transformation, employee engagement, succession, compensation, and complex employee relations. Uses workforce analytics to guide leadership decisions and partners with talent acquisition and rewards teams. The role drives organizational effectiveness, change management, executive coaching, and capability development while aligning people initiatives with JLL’s long-term transformation strategy.

Supports HR Business Partners across the employee lifecycle, serving as a primary employee and manager contact. Independently handles employee relations investigations, performance issues, corrective actions, and separations; coaches managers; manages onboarding, offboarding, promotions, transfers, compensation changes, organizational updates, compliance, HRIS transactions, reporting, audits, and workforce analytics support.

Manages employee-facing HR knowledge content across ServiceNow HRSD and EmployeeWorks. Responsibilities include drafting, editing, publishing, auditing, optimizing, and retiring content; applying governance, plain-language, search, metadata, taxonomy, and knowledge-management practices; partnering with HR stakeholders; analyzing content performance and employee feedback; and improving AI-powered self-service experiences.

Leads all human resources functions for an onsite manufacturing facility, including employee relations, payroll, benefits, recruiting, onboarding, compliance, leave administration, performance management, workforce planning, safety support, HR reporting, and employee engagement. Advises managers and employees, maintains HRIS and personnel records, administers policies and employment laws, and supports retention, compensation, succession planning, and organizational initiatives.

Leads HR analytics projects by analyzing HR, payroll, and business data; identifying trends and root causes; developing dashboards and reports; gathering requirements; managing project plans; and providing actionable recommendations to HR leaders. Educates internal clients on analytical tools and supports data-driven decision-making and operational efficiency.

Lead global payroll, HRIS implementation, systems architecture, workflow automation, onboarding, employee lifecycle management, payroll execution, compliance, data integrity, reporting, and AI-enabled HR operations. The role owns HR system health, integrations, audits, vendor relationships, multi-state and international payroll, EOR/COR administration, and automated dashboards while partnering with Finance, Accounting, and HR Compliance.

Serve as a trusted HR advisor to leaders, managers, and employees across the full employee lifecycle. Implement people initiatives, use workforce analytics, support employee relations and organizational transformations, ensure EEO and regulatory compliance, and coach managers on HR policies and practices. Partner with global and local P&O stakeholders to improve employee experiences, build leadership capability, and advance technology-enabled HR processes.