Top Senior HR Jobs

Partners with regional and practice leaders on workforce strategy, talent acquisition, onboarding, performance management, employee relations, compliance, engagement, compensation, benefits, HR analytics, and HRIS administration. Coaches leaders, manages investigations and employee lifecycle processes, analyzes HR metrics, and drives improvements in employee retention, development, and organizational effectiveness.

Own end-to-end multi-state payroll, HRIS administration, compliance, reporting, integrations, and HR operations for clients. Lead HRIS and payroll implementations, system configurations, workflow automation, change management, employee lifecycle processes, and stakeholder workshops. Advise clients on employment law compliance, maintain data integrity and audit readiness, resolve payroll issues, and optimize people processes across varied organizations.

Supports the HR people strategy for assigned business units through employee relations, manager coaching, performance management, development planning, organizational change, recruiting partnerships, policy guidance, compliance, and investigations. Partners with HR leaders and business stakeholders to improve organizational effectiveness, leadership capability, and operational effectiveness. Facilitates manager and employee training, advises on leave and accommodation matters, and contributes to broader HR initiatives.

Serve as a strategic HR partner for Tewksbury, MA and Oakwood Village, OH sites. Lead talent management, organizational design, employee relations, compensation analysis, recruitment collaboration, HR process alignment, workforce analytics, and change initiatives. Mentor leaders, advise on complex employee issues, and implement enterprise HR programs across a global matrix organization.

Serves as a strategic HR partner to leaders across complex business areas. Leads HR strategy, employee relations, performance management, organizational design, workforce planning, talent development, change management, and leadership coaching. Implements people policies and programs, analyzes HR trends and metrics, manages complex employee matters, supports organizational growth, leads cross-functional initiatives, and mentors junior team members while strengthening culture and workforce effectiveness.

Serves as a strategic HR partner for multi-site behavioral health programs across Washington. Advises leaders on employee relations, performance management, policy application, engagement, retention, compliance, risk, and workforce decisions. Builds relationships through regional site visits, facilitates leadership discussions and training, and collaborates with Employee Relations, Talent Acquisition, leave administration, training, and People Analytics teams.

Owns the people workstream for mergers and acquisitions from diligence through close and integration. Responsibilities include building diligence questionnaires, analyzing employment and compensation data, assessing risks, modeling compensation and equity structures, supporting negotiations, managing integration readiness, and developing reusable playbooks and automation. The role partners with corporate development, legal, finance, and people leadership while operating across global, confidential, and often ambiguous transactions.

Supports Contact Center and corporate leaders as a strategic HR partner. Responsibilities include employee relations, investigations, recruiting, onboarding, compensation, payroll and HRIS data management, benefits, compliance, engagement, workforce analytics, and HR process implementation. The role advises leaders, maintains employee records, analyzes workforce trends, coordinates payroll and HR programs, and travels periodically between Frisco and Scottsdale offices.

Leads strategic HR initiatives for a senior living community, partnering with executives on workforce planning, talent development, performance management, succession planning, employee engagement, and complex employee relations. Oversees engagement and recognition programs, supports retention and internal growth, maintains a positive workplace, and manages HR operations for a diverse exempt and non-exempt workforce.

Lead design, validation, and implementation of psychometric hiring assessments for tech/data/product roles. Manage assessment projects, vendor collaboration, analytics, compliance with EEOC/UGESP/OFCCP, automation opportunities, and documentation to meet OKRs and improve hiring outcomes.

Supports site HR operations across onboarding, employee records, HRIS data, payroll and timekeeping, benefits, employee relations, compliance, investigations, engagement, and HR reporting. Partners with employees, leadership, Operations, Finance, Payroll, and corporate HR in a fast-paced manufacturing environment. Maintains confidential records, supports audits and labor-law compliance, resolves employee issues, and assists with HR programs and process improvements. The role is primarily onsite and may require flexible hours, weekend work, and support across shifts.

Leads global HR strategy for Rehlko’s Engines business, partnering with executives to align talent, workforce planning, organizational design, succession, leadership development, employee engagement, rewards, and culture with growth objectives. Oversees a global HR team and supports transformations, acquisitions, integrations, restructuring, employee relations, labor relations, and change management across a matrixed organization.

Serves as an embedded HR partner for assigned hospital business units, advising executives and leaders on human resources strategies, employee issues, personnel policy, labor relations, and organizational needs. Provides coaching, consulting, dispute resolution, and confidential HR support while exercising independent judgment and effective communication. The role also includes supervisory or lead responsibilities and collaboration across HR, finance operations, and leadership functions.

Own the HR function as a hands-on solo operator, managing recruiting, onboarding, multi-state payroll, benefits, HRIS data, compliance, policies, performance cycles, compensation operations, employee relations, engagement, and office administration. Partner with Finance, Legal, IT, and leadership while supporting U.S. and Italy employees, improving workflows, and maintaining reliable people programs in a distributed technology company.

Provides administrative support to the Senior Vice Presidents of Human Resources and Talent Acquisition & Development. Responsibilities include calendar and meeting coordination, detailed domestic and international travel arrangements, expense reconciliation, onboarding paperwork, report tracking, meeting notes, document preparation, and responding to employee inquiries. The role requires discretion with confidential information, strong organization, proactive problem-solving, and effective communication with internal teams and external partners.

Serves as a strategic HR partner for a regional team, advising leaders and staff on employee relations, performance management, workforce planning, policies, compliance, accommodations, and organizational effectiveness. Leads complex investigations, employment decisions, transitions, onboarding, and engagement initiatives. Coaches recruiters and HR team members, supports talent acquisition strategy, facilitates training, manages unemployment claims, and partners with Legal and HR Operations on benefits, payroll, and regulatory matters.

Leads enterprise HR reporting, dashboards, workforce analytics, data governance, quality controls, and reporting automation using Workday and related tools. Partners with HR leaders and business stakeholders to deliver executive-ready insights for workforce planning, talent strategy, compliance, and organizational effectiveness. Serves as a Workday reporting subject matter expert, resolves complex data issues, improves reporting processes, and mentors junior analysts.

Provides hands-on HR leadership across Phoenix and Tucson operations, managing employee relations, recruiting, onboarding, HRIS administration, attendance, workers’ compensation, terminations, unemployment matters, and compensation support. Partners with plant leadership on workforce planning and employee issues, collaborates on enterprise HR initiatives, and regularly travels between locations, including trips lasting up to one week.

Partners with corporate leaders and the MNA HR Director on workforce planning, recruiting, employee relations, performance management, talent development, succession planning, organizational effectiveness, and policy implementation. Coordinates North America HR programs, talent reviews, site launches, Canadian integration, reporting, and strategic projects. Serves as an English-Mandarin communication and cultural bridge across global stakeholders while tracking commitments, preparing executive materials, managing sensitive matters, and escalating compliance or organizational risks.

Manage the organization’s full HR function, including employee relations, benefits, compliance, compensation, performance reviews, recruitment, onboarding, payroll coordination, and workplace culture. Advise senior leadership, oversee HR vendors and programs, maintain confidential records, and support employee engagement and organizational outcomes. This hands-on, onsite HR team-of-one role requires strong judgment, communication, coaching, and conflict-resolution skills, with occasional irregular and long hours during events.

Partners with business and HR leadership to implement talent, performance, compensation, employee relations, succession, organizational development, and change-management strategies. Diagnoses organizational needs, develops data-driven solutions, advises leaders, analyzes workforce information, and manages multiple HR projects. Builds cross-functional partnerships, supports transformation initiatives, and promotes employee engagement, inclusion, and organizational performance.

Supports employee and union relations, labor contract administration, recruitment, performance management, investigations, compliance, training, compensation and benefits, HRIS administration, reporting, and workplace safety initiatives in a unionized manufacturing facility. Partners with managers, employees, and union representatives to resolve workplace issues, support negotiations, improve engagement, and ensure compliance with labor laws and organizational policies.

Partners with Sales executives to develop workforce plans, organizational structures, talent strategies, succession pipelines, leadership programs, and performance cultures. Leads change management, workforce analytics, employee relations, compensation and incentive guidance, executive coaching, and scalable HR frameworks across global sales teams. Advises senior leaders on talent investments and organizational effectiveness to support growth and revenue goals.

Supports employee relations, workplace investigations, labor-law compliance, wage and hour oversight, time and attendance audits, HR policy development, training, documentation, and workforce analytics. Advises leaders on performance management, corrective action, conflict resolution, employment regulations, and risk mitigation while partnering with Operations, Quality, EHS, and leadership in a manufacturing environment.

Manage employment compliance and immigration programs, including work authorization, I-9, E-Verify, regulatory reporting, federal contractor obligations, audits, policies, relocations, vendors, and employee mobility. Advise HR leadership on legal and regulatory risks, develop training and guidance, oversee corrective actions, and implement process improvements. Collaborate with Legal, Talent Acquisition, HR teams, leadership, outside counsel, consultants, and vendors to maintain compliance and improve employee experiences.