Top Senior HR Jobs

Serve as a strategic HR leader embedded with senior business executives to design and deliver people strategies: workforce planning, org design, succession, talent acquisition/retention, employee relations, diversity and inclusion, and HR metrics. Advise and coach leaders, lead enterprise HR projects, partner with HR centers of excellence, and manage an HR team to drive business outcomes and equitable talent solutions.

The HR Business Partner will support the GTM organization by providing strategic HR guidance, managing employee relations, and leveraging data to inform decisions while driving high performance and organizational design.

The Senior Human Resources Programs Manager will lead HR transformation initiatives, streamline processes, and enhance the Team Member experience through strategic partnerships and continuous improvement methodologies.

Partner with business leaders to deliver HR solutions across Manheim auction locations. Drive talent management, organizational design, employee engagement, change initiatives, and compliance. Provide advisory support to managers, analyze workforce data, and collaborate with Centers of Excellence to implement people strategies that support business objectives.

Partner with business leaders to deliver full People Solutions services: talent management, workforce planning, organizational design, employee engagement, change management, HR policy compliance, and advisory support. Drive retention and capability through data analysis, talent processes, and collaboration with Centers of Excellence. Onsite role supporting multiple auction locations with up to 15% travel.

Partner with North America Supply Chain leadership to provide strategic HR consultation on workforce planning, talent management, succession, change leadership, employee relations, and HR program implementation. Coach leaders, collaborate with COEs, drive HR metrics and engagement, support leadership development, and ensure compliance and effective HR operations across plants and warehouses.

Lead and scale the HR Business Partner function for R&D and other orgs, manage performance cycles, succession planning, employee relations and investigations, provide coaching to managers, analyze HR metrics to inform retention and culture strategies, and champion company culture. This role reports to the CFO and has direct report(s).

The Sr. People & Culture Business Partner will strategize with HQ executives to enhance employee experience, drive performance, and lead HR initiatives.

The People Generalist will support the corporate team by advising leadership, improving the employee lifecycle, and driving people programs while ensuring compliance and promoting company culture.

Serve as the district HR business partner advising site leaders on people strategies, talent development, performance management, change management, workforce planning, and employee engagement. Coach managers, support recruiting and staffing plans, lead talent assessments, implement HR programs, support site openings/closings, and partner with HR Centers of Expertise to align HR solutions with business goals.

Partner with functional leaders to translate business strategy into people strategy. Own org design, performance management, compensation, talent development, engagement, and retention. Provide coaching on career pathing, change management, and sensitive employee issues. Use people data to generate insights and recommendations, build compliant HR policies, manage global employee relations, and collaborate with People Team COEs to deliver cohesive people programs at scale.

Lead and develop HR risk advisory teams to assess HR regulatory applicability, design and document controls in FUSE, support audits/exams, advise on HR policies and processes, perform gap and risk assessments, and drive risk reporting, process improvement, and enterprise compliance across HR.

The HR Business Partner collaborates with leaders to improve employee relations, manage performance, and align HR activities with business strategies while ensuring legal compliance.

Serve as HR business partner for Supply Chain: manage employee lifecycle, employee relations, performance management, talent development, org design, change initiatives, HR operations, compliance, HRIS updates, and HR metrics to drive engagement and workforce effectiveness.

The Senior Manager, HR Compliance is responsible for developing and executing a compliance framework across the Americas, managing immigration and global mobility programs, and ensuring adherence to applicable laws and regulations while fostering a culture of compliance within the organization.

Serve as strategic HR business partner to R+D executives: design organization structures, lead talent and performance processes, coach leaders, use people analytics to inform decisions, and drive cross-functional people initiatives that improve employee experience and manager effectiveness.

This role involves leading HR strategy, managing talent acquisition and retention, analyzing workforce metrics, and collaborating with senior leadership and HR Centers of Excellence.

The Senior Human Resources Business Architect will develop HR models, collaborate with stakeholders, evaluate technology solutions, and improve HR process designs.

The HR Business Partner will lead HR initiatives, workforce planning, staffing, and employee relations for 7500+ employees, ensuring alignment and integration with business needs and performance metrics.

The HR Manager will own the full employee lifecycle, drive cultural engagement, manage performance processes, support recruiting, and oversee HR operations, contributing to team health and growth.

Support HRBPs to execute people strategies for call center and operations teams. Drive core HR processes (performance, talent reviews, compensation), analyze workforce data and dashboards, advise managers on policies and employee relations, collaborate with COEs, and improve HR operational efficiency and employee experience.

Lead full-lifecycle recruiting for complex, professional, and leadership roles; advise business leaders on hiring strategy and workforce planning; mentor recruiters, drive recruiting best practices, and use analytics to improve talent outcomes.

The HR Business Partner provides employee relations support, acts as a generalist, and frequently travels to prison locations to manage HR matters.

The HRBP will align business goals with employees, support employee engagement, manage performance issues, and implement talent initiatives while ensuring compliance and data-driven insights.

The Training & Development Manager leads the strategy for training programs, manages a team, and partners with operations to build workforce skills in manufacturing.