Top Senior HR Jobs

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.

Serve as a strategic HR partner to senior leaders, lead and coach an HR team, develop and implement HR strategies, advise on talent acquisition, performance and succession planning, drive employee engagement and inclusion, and analyze workforce metrics to inform decisions and continuous improvement.

Serve as the HR business partner for multiple workgroups, leading an Associate HRBP, managing onboarding, employee relations, investigations, performance management, labor/grievance support, accommodations, and partnering with leaders on recruitment, retention, change management, and investigations. Support new location startups and ensure compliance with employment laws and programs.

Lead HR strategy and operations for a pharmaceutical packaging site: partner with leaders across functions, drive talent acquisition, performance management, employee engagement, HR policy/compliance, and use HR metrics to improve processes.

Manage and lead an HR division, supervising staff, developing policies and programs, overseeing HRIS and compliance, administering performance and training initiatives, supporting strategic planning and budgeting, and providing cross-divisional HR expertise and guidance to leadership.

Serve as strategic HR business partner to corporate leaders, translating business goals into talent strategies. Lead workforce planning, HR analytics, talent development, employee relations, compliance, and enterprise HR programs. Coach leaders, manage initiatives, and support labor strategy while executing HR operations and reporting to the Corporate HR Director.

Serve as HR business partner to Athletics and assigned units, advising leaders on employee relations, recruitment, compensation, benefits, performance management, workforce and succession planning, compliance with university and NCAA rules, investigations, training coordination, and organizational development to improve retention and effectiveness.

Serve as strategic HR business partner to Forge & AI leadership, owning workforce planning, talent strategy, succession, leadership development, retention, organizational design, and large-scale change. Deliver workforce analytics and AI-enabled HR practices, advise the CTO on talent decisions, and build pipelines for AI, software, and platform engineering across US and India.

Lead HR and talent strategy for the global Building Management Systems business. Drive organizational design, workforce planning, succession, talent acquisition, performance management, and change management. Partner with business leaders to coach, influence, and build inclusive high-performing teams, benchmark HR practices, and implement continuous improvement to attract, develop, and retain talent.

Serve as a strategic HR business partner at a manufacturing site, leading employee relations, talent management, workforce planning, organizational effectiveness, and engagement initiatives. Support operational leaders on staffing, attendance, change management, compliance, and continuous improvement while developing talent acquisition, succession planning, and learning strategies to drive a high-performing, inclusive workplace.

Lead global HR repositioning strategy, standardize processes, update training, and drive large-scale SBG transformations (site openings/closings, workforce planning, M&A). Partner with HR stakeholders, manage projects end-to-end, improve the Repo Operating System and training materials, and foster continuous improvement and cross-cultural collaboration to support Honeywell's strategic direction and employee outcomes.

Lead HR Advisor function for the Americas, translating enterprise HR strategy into scalable advisor practices. Provide strategic HR guidance, drive manager enablement, simplify HR processes, and implement AI-enabled and digital HR solutions while ensuring compliance, employee engagement, and people leadership capability.

Lead HR communications strategy and content for HR Centers of Excellence. Develop, write, edit, and approve HR messaging, web content, and social engagement; ensure brand alignment; consult with HR and Public Affairs to implement integrated communications and support HR initiatives, projects, and events.

Serve as strategic HR Business Partner to operational leaders, advising on workforce planning, org design, performance management, employee relations, talent and development, HRIS analytics, and compliance. Coordinate across HR COEs, deliver training, lead investigations, coach managers, and may lead a dispersed HR team. Requires full-time onsite presence and travel to support multi-site operations.

Lead the HR Advisor function for the Americas, translating enterprise HR strategy into scalable advisor practices. Drive manager enablement, HR process simplification, automation and AI adoption; partner with leaders on talent acquisition, employee relations, performance management, and HR policy implementation while ensuring compliance and governance.

Serve as strategic HR Business Partner for Teledyne FLIRs largest Defense division. Advise leaders on organization design, talent, workforce planning, succession, engagement, employee relations, and change management. Use workforce analytics and AI-enabled tools to drive decisions, lead talent and leadership development initiatives, support global HR programs, and travel ~252% for domestic and occasional international work.

Serve as a strategic HR advisor to senior leaders across PATH's Product Development division. Drive organizational design, workforce planning, talent and leadership development, performance management, employee relations, and culture initiatives across multiple countries. Partner with HR teams to deliver scalable people solutions, manage risk, and provide data-informed insights to support growth and change in a global, donor-funded environment.

Lead all HR functions for ~200 employees across 11 retail locations and a production facility. Own recruiting, onboarding/offboarding, employee relations, payroll/benefits administration, performance management, training, culture and compliance with NJ and federal labor laws. Partner with leadership and legal, administer HRIS and payroll, manage workers' comp and OSHA recordkeeping, and build retention and engagement programs.

Strategic HR partner leading full-cycle recruiting, onboarding, employee relations, compliance, training, and workforce planning for U.S. operations. Administers HR policies, leave and benefits programs, HRIS data, and HR metrics while driving continuous improvements, engagement initiatives, and support for ISO and safety activities.

Lead HR and EHS strategy across multiple sites, drive talent acquisition, retention, DEI, employee relations, compensation, organizational development, HR operations and EHS compliance. Partner with senior leadership to set KPIs, succession plans, and implement people and safety programs to support business goals.

Lead HR for a manufacturing plant: develop PLT, manage recruiting, performance, training, compliance, employee relations, and documentation. Support continuous improvement, safety, and a union-free environment while partnering with Corporate HR and Legal.

Lead and mentor HR team and serve as strategic partner to operations leaders. Oversee recruitment, benefits, compensation planning, policy design, compliance (FMLA, ADA, EEO), training, succession planning, employee relations, diversity initiatives, and safety-related HR programs. Drive process improvements and support HR operations across company locations.