Top Senior HR Jobs

Run bi-weekly multi-state US payroll through ADP Workforce Now, manage Workday employee transactions, maintain HR documentation, support state payroll registrations, and improve People operations processes. The role requires ownership of accurate, high-stakes recurring workflows during rapid US expansion, with a focus on payroll systems, employee records, process documentation, and operational scalability.

Leads the church’s human resources strategy, including workforce planning, talent acquisition, employee relations, compliance, compensation, benefits, onboarding, HR systems, reporting, and organizational development. Partners with senior leadership and external HR providers to support culture, workforce effectiveness, and legal compliance. Oversees HR technology implementations, volunteer eligibility tracking, employee investigations, policy development, and strategic HR metrics.

Supports employees and leaders across the full HR lifecycle, including onboarding, benefits, payroll, HRIS, leaves, employee relations, performance management, compensation processes, and engagement initiatives. Serves as the first HR contact, advises managers on workplace matters, supports accommodations and investigations, partners with HRBPs and Legal, contributes to recruiting projects, and helps implement talent and change-management strategies.

Lead day-to-day HR operations, serving as the primary employee and manager contact. Responsibilities include employee relations, investigations, performance management, recruiting, onboarding, offboarding, Paycom administration, compensation processing, workers’ compensation claims, OSHA reporting, compliance training, and supervisor development. The role requires fluent English and Spanish, progressive HR experience, labor-law knowledge, and strong emotional intelligence in a manufacturing or printing environment.

Design evaluation tasks for AI systems in talent management, employee relations, compensation, compliance, and organizational design. Create HR scenarios, reference outputs, policies, investigation reports, compensation analyses, organizational design proposals, and expert-level rubrics across US and international employment-law frameworks. Apply HR methodologies and enterprise HR tools while distinguishing senior HR judgment from generic knowledge.

Provides general HR support with emphasis on job classification, compensation, labor relations, recruitment, performance management, employee relations, training, and policy interpretation. Conducts classification studies, salary surveys, job evaluations, and internal equity analyses; advises managers on legally sensitive personnel matters; supports unionized workforces and collective bargaining agreement interpretation; develops HR training and recruitment materials; and analyzes employment legislation and regulations.

Owns end-to-end HR operations for a growing two-country biotech, including HR systems, payroll coordination, benefits and total rewards, compliance, talent acquisition, employee relations, leave administration, vendor management, and executive reporting. Partners with leadership to advise managers, improve HR processes, maintain employment policies, and scale people infrastructure across U.S. and Swiss operations.

On-site HR Business Partner supporting a high-volume logistics operation across rotating shifts and weekends. Partners with operations leaders on HR strategy, talent acquisition, retention, employee relations, performance management, compliance, engagement, safety, and workforce analytics. The role requires advising leaders, resolving complex employee issues, managing HR processes, using HRIS data, and maintaining compliant and positive site culture.

Coach managers and advise leadership on organizational design, succession planning, team dynamics, and talent decisions. Design scalable compensation, career-leveling, feedback, and evaluation systems for a high-growth AI research lab. Support researcher and engineer performance, development, retention, and growth while ensuring employment practices align with North American law and company values.

Serve as a strategic HR Business Partner for Enterprise Products and Experiences, advising leaders on workforce planning, org design, performance management, leadership development, and change management. Build relationships with stakeholders and partner HR functions (recruiting, compensation, people analytics, D&I) to deliver aligned people strategies, coach managers on leadership and performance issues, and support inclusive culture and talent initiatives.

Manages HR functions for approximately 200 corporate and manufacturing employees, including employee relations, investigations, performance management, compliance, training, compensation and benefits, leave administration, onboarding, workforce planning, HRIS data, and offboarding. Partners with Talent Acquisition and operations leadership while supporting employees and managers on the manufacturing floor.

Directs the HR department for two companies and more than 200 employees. Supervises a four-person HR team, oversees recruitment, benefits, employee relations, training, policies, and compliance, and handles employment-related legal inquiries and agency communications. Monitors national and state employment-practice changes while supporting executive initiatives and addressing employee concerns.

Lead HR Business Partner for corporate functions (Finance, Legal, IT, Strategy). Advise leaders on organizational design, workforce planning, talent strategy, succession, change management, employee relations, and people analytics. Drive leadership development, performance calibration, and HR operational execution in partnership with centers of excellence. Based in NYC with hybrid on-site expectation.

Partners with senior leaders to develop and execute workforce, talent, employee experience, engagement, culture, and organizational effectiveness strategies. Advises on organizational design, leadership, change readiness, and complex people decisions; supports workforce planning, budgeting, merit, talent reviews, onboarding, development, and retention. Uses employee feedback and data to identify risks, guide action plans, and improve engagement, inclusion, trust, and performance. Also contributes to HR initiatives, policy enforcement, training, and project-based work.

Partners with senior leaders to align workforce strategy, organization design, talent planning, succession, culture, change initiatives, employee relations, and HR solutions with business goals. Uses people analytics and AI-enabled insights to inform decisions, coaches leaders, facilitates talent discussions, manages risk, and integrates HR Centers of Excellence. Requires strong consulting, communication, judgment, and change leadership capabilities.

Manages daily HR operations, including recruitment, onboarding, payroll coordination, benefits, leave, performance management, employee relations, compliance, training, and policy administration. Advises leadership on strategic workforce initiatives, supervises HR support staff, tracks recruitment and personnel KPIs, conducts investigations and disciplinary processes, and maintains compliance with employment laws and regulations.

Serves as a strategic HR advisor to business leaders, providing guidance on workforce planning, organizational design, performance management, talent reviews, succession planning, employee relations, employment-law compliance, and change management. Uses people data and AI tools to identify workforce trends, risks, and opportunities, translating insights into action plans. Partners with Talent Acquisition and HR teams across global business units while supporting culture, engagement, and business growth.

Manage onsite HR operations for a manufacturing and distribution facility. Provide employee relations support, investigations, performance management, coaching, workforce planning, recruiting, onboarding, talent development, policy compliance, and employee engagement. Partner with plant leadership, HR Centers of Excellence, EHS, and operations leaders to strengthen leadership capability, safety, inclusion, accountability, and employee experience.

Serves as a strategic HR advisor to senior leaders, aligning people strategies with business objectives. Leads workforce planning, organizational design, talent management, succession planning, employee engagement, change management, and employee relations. Coaches leaders, analyzes workforce data, ensures employment-law compliance, and develops scalable HR programs. Supports U.S. Sales and Patient Outcomes within a regulated medical-device organization.

Manages core HR functions including payroll, compensation, benefits, compliance, HRIS data, recruitment, onboarding, employee relations, training, and personnel records. Advises employees and leaders on policies, workplace accessibility, and HR best practices while developing procedures and supporting budgeting and reporting. The role also oversees vendor relationships, performance processes, and employment compliance requirements.

Owns end-to-end HR operations for US and Canadian employees and contractors, including onboarding, offboarding, benefits, employee records, compliance, employee relations, performance management, compensation reviews, manager training, and HR systems. The role administers Rippling, Lattice, and Ashby, supports SOC 2 compliance, coaches managers through performance issues and PIPs, maintains policies, and coordinates benefits and training vendors.

Provides strategic HR partnership to senior leaders across global commercial and pricing functions. Responsibilities include talent strategy, organizational design, workforce planning, succession planning, change management, commercial transformation support, leader coaching, and aligning HR programs with business priorities. The role partners with a shared People Advisor and uses data-driven insights to support organizational effectiveness and capability building.

Supports business teams through employee relations, investigations, performance management, compensation, benefits, compliance, talent development, organizational design, and cultural change. Advises managers and employees, administers HR programs, leads grievance and disciplinary processes, explains employment laws, manages HR projects, and owns selected HR processes including HRIS, onboarding, time and attendance, and incentive tracking.

Leads enterprise talent initiatives including leadership development, succession planning, and talent readiness programs. Manages projects through the full lifecycle, including requirements, planning, budgeting, resourcing, execution, risk mitigation, documentation, and stakeholder communication. Partners with HR leaders and business stakeholders to align resources, resolve issues, and support workforce transformation. The role requires onsite attendance and candidates local to or within driving distance of St. Louis.

Provides strategic HR partnership to academic and administrative leaders, advising on performance management, workforce planning, talent development, organizational design, employee engagement, and compliance. Leads implementation of HR programs, change management, workforce initiatives, and organizational restructuring. Uses HR metrics and dashboards to identify trends and guide decisions, collaborates with HR centers of excellence and campus partners, and supports communications, policy improvement, retention, and inclusion efforts.