Top Senior HR Jobs

Build the People function from scratch: run onboarding/offboarding, benefits administration, employee relations and investigations, California and federal contractor compliance, performance management, engagement programs, HRIS (Gusto) administration, headcount reporting, and partner with leadership. Start as an individual contributor and grow into a manager within 12–24 months.

Owns the HR technology ecosystem, people data governance, analytics, workflows, integrations, and process automation across People Operations. The role administers HRIS and related platforms, improves employee lifecycle processes, develops dashboards and controls, supports payroll and benefits data flows, and leads HR technology workstreams for mergers and acquisitions. It partners cross-functionally to implement systems, resolve data issues, and apply AI to improve HR productivity.

Leads HR Generalists and Coordinators, oversees employee relations and investigations, ensures multi-state employment compliance, manages reporting and recordkeeping, and drives standardized HR processes. Partners with Operations, Clinical leaders, senior HR leadership, and Legal to resolve complex employee matters, reduce risk, improve service delivery, develop HR talent, and strengthen employee experience and retention.

Leads strategic HR partnership for Epiq’s Class Action and Restructuring businesses. Responsibilities include workforce planning, organizational design, succession planning, talent management, leadership coaching, employee relations, change management, and transformation initiatives. The Director leads three HR professionals, advises senior executives, uses workforce analytics and AI-enabled solutions, and partners with HR Centers of Excellence to improve organizational effectiveness, employee engagement, productivity, and business outcomes.

Owns the full employee lifecycle, including recruiting, onboarding, employee relations, performance management, compliance, retention, investigations, and separations. Advises leaders, oversees hiring processes and recruiting partners, develops scalable HR tools and programs, tracks workforce metrics, and ensures consistent documentation and employment practices. Partners with payroll and benefits leadership to support employee experience, compliance, and operational excellence.

Provides strategic and hands-on HR support to assigned business groups. Advises leaders and employees on employee relations, performance management, policies, engagement, workforce planning, succession planning, and HR metrics. Leads initiatives including salary planning, policy development, training, and workforce design while improving HR processes and business outcomes. Requires strong communication, analytical ability, labor-law knowledge, and the ability to manage competing priorities.

The Director of Human Resources leads daily HR operations, Paycom HRIS/ATS administration, recruitment, onboarding, employee relations, labor relations, compliance, credentialing, and workforce development. The role builds dashboards, analyzes talent and retention data, forecasts staffing needs, and presents actionable insights to leadership and the Board. It also oversees evaluations, investigations, leaves, personnel records, policies, budgeting, and regulatory reporting while supporting equitable hiring and employee development across public charter schools.

Partners with leaders and employees on workforce planning, employee relations, investigations, performance management, compliance, policy development, recruiting, onboarding, and HR process improvement. Analyzes HRIS and learning-system data to identify trends and support people strategies. Provides guidance on employment laws, compensation, organizational development, and employee lifecycle processes across the healthcare organization.

Serve as a senior HR generalist and independent individual contributor, partnering with leadership on people programs, employee relations, performance management, compensation, workforce planning, and organizational design. Own onboarding, offboarding, leave administration, HRIS data integrity, compliance, and scalable process development. Advise managers, support California employment law compliance, execute review and compensation cycles, and help build Parafin’s People function from an early stage.

Serves as a strategic HR advisor to senior leaders, aligning people strategies with business goals. Leads organizational design, workforce planning, succession planning, talent management, leadership development, change management, employee relations, and HR transformation initiatives. Partners with HR Centers of Excellence, uses workforce analytics to guide decisions, coaches leaders, and establishes metrics to improve organizational effectiveness and employee experience.

Senior HR Business Partner advising Legal Market leadership on people strategy, organizational design, workforce planning, talent management, leadership development, engagement, and DEI. Leads change initiatives, succession planning, early career programs, and provides data-driven workforce insights. Partners with COEs (TA, L&D, Total Rewards, ER, HR Ops) to align talent to business goals and coach senior leaders for performance and growth.

Partners with manufacturing leaders to develop people strategies supporting safety, quality, throughput, and cost goals. Advises managers on employee relations, performance management, investigations, conflict resolution, and leadership effectiveness. Drives engagement, retention, organizational change, and inclusive workplace practices for shift-based manufacturing operations. Uses workforce metrics to guide decisions and serves as the primary on-site HR presence for the assigned shift.

Advise managers and employees on employee relations, investigations, policies, employment-law compliance, compensation, benefits, performance management, and succession planning. Analyze HR data and recommend retention and workforce strategies. Support organizational change, engagement, leadership development, talent acquisition, onboarding, HR reporting, automation, and process improvements. The role works remotely and has no travel or direct-report responsibilities.

Supports HR programs across two manufacturing sites, including benefits, leave administration, employee and labor relations, recruiting, onboarding, training compliance, HRIS updates, employment-law compliance, retirement programs, workers’ compensation, and union contract administration. Coordinates open enrollment, handles employee inquiries, maintains confidential records, and partners with payroll, benefits administrators, supervisors, and employees. Requires travel to the Cardington, Ohio site twice monthly.

Serves as a strategic HR consultant and partner to business leaders, providing guidance on employee relations, compensation, talent planning, performance management, learning and development, organizational change, and employee engagement. Uses data and responsible AI tools to support decision-making and continuous improvement, manages HR initiatives, and aligns HR services with business objectives.

Serves as a regional HR Business Partner for Mission Critical project teams across Texas. Provides strategic HR guidance on performance management, talent development, employee engagement, compensation, onboarding, employee relations, investigations, change management, and DE&I. Coaches project leaders, supports talent and compensation reviews, conducts employee listening activities, and partners with legal and HR teams to resolve issues and strengthen culture and retention. Requires regular travel to project sites and on-site presence in Dallas.

Oversee plant HR activities, including employee relations, recruiting, performance management, engagement, compliance, investigations, workers’ compensation, and leave administration. Partner with plant and corporate leadership to support hourly workforce needs, improve retention, manage HR metrics, and ensure adherence to labor laws, OSHA requirements, and company policies. The role requires bilingual English/Spanish communication and experience in manufacturing or similar hourly-workforce environments.

Manage full-cycle recruiting for business professionals and select attorney roles, including intake, sourcing, screening, interviews, selection, offers, and pre-boarding. Partner with hiring leaders and HR stakeholders, maintain candidate and requisition data, support background and reference checks, ensure compliance and confidentiality, advise on talent markets, manage search partners, and contribute to recruiting analytics, process improvements, career events, and university outreach.

Serves as an HR business partner and trusted advisor to leaders across multiple offices. Provides guidance on employee relations, performance management, investigations, leadership coaching, talent development, organizational effectiveness, change management, engagement, retention, workforce planning, and employment-law compliance. Analyzes HR trends and recommends practical solutions while partnering with Talent teams to support firmwide programs and consistent HR practices.

Develop and maintain HR reports, dashboards, and Workday data extracts; ensure data governance and integrity; provide Workday system administration, security, testing, troubleshooting, integrations, and end-user training; support HR operations like open enrollment and compensation cycles; document processes and partner with stakeholders and vendors for improvements.

Manage day-to-day HR operations across two locations and a field sales team. Responsibilities include recruiting, onboarding, employee lifecycle transactions, benefits, leave, payroll changes, performance management, talent development, compliance, reporting, and HR process improvement. The role partners with managers and centralized teams, maintains Workday records, supports workforce planning, and contributes to strategic HR initiatives while developing broader leadership responsibilities.

Strategic HR partner supporting multiple business units by aligning people strategy with organizational goals. Responsibilities include workforce planning, organizational design, talent management, succession planning, employee relations, organizational change, leadership coaching, and data-driven workforce decisions. The role partners with Finance and HR functions to execute scalable initiatives while addressing day-to-day HR needs.

Leads strategic HR initiatives across a regional organization, partnering with leadership on talent development, succession planning, performance management, employee relations, investigations, labor negotiations, employment-law compliance, compensation, benefits, and training. Provides direction and support to regional HR staff and travels to other sites as needed.

The HR Generalist manages employee relations, onboarding, HRIS records, employee files, accrual data, I-9 verification, and confidential personnel information. The role provides HRIS support, maintains employee databases in ADP and/or Deltek, responds to employee questions, and supports effective communication across the organization. A bachelor’s degree in Human Resources or Business and 6–10 years of HR experience are required.

Leads the full HR function for Clarios’ Data Centers and Connected Services business. Partners with the business president and leadership team on organizational design, talent acquisition, workforce planning, succession, performance, compensation, employee relations, labor relations, culture, development, compliance, and HR analytics. Builds scalable HR frameworks, policies, leadership capability, and high-performance culture while supporting rapid international growth.