Top Senior HR Jobs

Develops HR data and analytics strategies, analyzes human capital data, creates reports and visualizations, and delivers insights for HR Business Partners and business leaders. Consults with stakeholders on data access, metrics, governance, and recurring HR processes such as succession planning, performance reviews, and promotions. Serves as a subject matter expert on HR data resources while managing sensitive information and independently delivering analytics solutions.

Provides comprehensive HR support across recruiting, onboarding, employee relations, investigations, performance management, compliance, benefits, payroll, training, and HR operations. Advises leaders and employees, maintains confidential records, analyzes workforce trends, supports organizational change, develops policies, and ensures consistent employment-law compliance across multiple locations.

Serves as a strategic and hands-on HR business partner for U.S. leaders and employees. Responsibilities include manager coaching, workforce and organizational planning, employee relations, onboarding, engagement, benefits and leave administration, open enrollment, compliance across multiple jurisdictions, vendor management, recruitment support, and benefits data analysis. The role is on-site in Denver and supports teams across multiple countries and time zones.

Supports international HR operations across Beijing, Delhi, Hong Kong, and global teams. Responsibilities include recruitment, onboarding, employee relations, labor-law compliance, policies, payroll and benefits coordination, immigration and work permits, performance management, training, HR data, compensation analysis, and budgeting. The role partners with legal counsel, managers, service providers, and international employees while maintaining confidential records and implementing compliant HR processes.

Partners with district and restaurant leaders across a 1,000-person workforce to recruit talent, manage employee relations, coach leaders, support performance and succession planning, and implement people initiatives. Uses workforce data to improve staffing, retention, engagement, and team effectiveness while advising on HR policies and employment practices. Leads projects from concept through implementation and may work occasional evenings and weekends.

Leads HR programs across multiple sites, including employee relations, performance management, talent acquisition support, compliance, workforce planning, learning and development, and employee engagement. Advises managers on workplace concerns and investigations, ensures consistent policy application, analyzes workforce trends, and supports organizational effectiveness across geographically distributed teams. The role also contributes to onboarding, career development, EHS compliance, and continuous improvement of HR processes.

Serves as the U.S. country HR partner and integrator for mergers, acquisitions, divestitures, outsourcing, and workforce transitions. Coordinates HR stakeholders across payroll, total rewards, employment law, employee relations, talent acquisition, and other centers of excellence. Reviews workforce due diligence, advises on employment compliance and integration risks, coordinates employee communications and transition documentation, tracks deliverables and dependencies, and supports compliant employee integrations, transfers, and separations.

Owns employee relations, investigations, performance management, corrective actions, and terminations for a 200+ person, multi-site, shift-based workforce. Partners with managers and site leads, builds HR processes including performance reviews and career paths, analyzes attrition and engagement, and advises on organizational design and headcount planning. Requires strong California employment-law knowledge, sound judgment, discretion, and hands-on experience supporting hourly workers.

Provides strategic HR support across employee relations, performance management, compensation, benefits, leave administration, compliance, payroll coordination, HRIS administration, reporting, analytics, and process improvement. Advises leaders, manages employee data, develops dashboards, supports training and communications, coordinates HR projects, and ensures compliance with employment laws while maintaining confidentiality and strong service.

Leads site-level HR activities for a manufacturing plant, including employee relations, labor relations, union grievance and contract negotiations, recruiting, training, performance and talent management, compensation and benefits, payroll oversight, and advising managers on HR policies and workforce issues.

Leads strategic and day-to-day human resources operations for a complex manufacturing environment. Develops HR policies, advises leadership, oversees staffing, employee relations, compensation, training, compliance, talent management, and succession planning. Supervises HR personnel, mitigates employee and legal risks, analyzes workforce trends, drives process improvements, and partners with corporate HR functions. The role also supports union agreements, grievance resolution, organizational development, and employee career growth.

The Human Resources Business Partner advises sales and marketing leaders on talent strategy, workforce planning, organizational design, employee relations, performance management, succession planning, compensation, engagement, and leadership development. The role uses workforce insights to address organizational challenges, supports business transformation and growth, coaches managers and senior leaders, and collaborates with HR centers of excellence to deliver scalable people solutions.

The Human Resources Manager advises leaders and employees on recruitment, employee relations, policy interpretation, performance management, training, leave administration, investigations, compliance, and labor relations. The role supports staffing, onboarding, talent planning, disciplinary actions, employee engagement, workers’ compensation, and organizational change initiatives. This onsite position maintains personnel documentation, partners with legal and compliance teams, and supports operations across distribution centers and other locations. Travel is required 10–15%.

Serves as a strategic HR advisor to assigned hospital-system client groups. Provides guidance on talent management, employee relations, labor relations, employment laws, union agreements, and HR policies. Analyzes workforce trends, coaches managers, conducts investigations, resolves complex workplace issues, and partners with leadership and HR centers of excellence on strategy, programs, and process improvements across multiple sites.

Leads HR operations across the Americas, advising leaders and employees on people matters, employee relations, onboarding, offboarding, talent development, mobility, immigration coordination, payroll support, and HR metrics. Manages a regional HR team, partners with global HR leadership, drives consistent processes, mitigates employment risks, and supports talent management initiatives.

Leads enterprise HR data, compensation systems, analytics, governance, and technology transformation for a large school district. Oversees HR platforms, dashboards, workforce analytics, pay-for-performance frameworks, data quality, automation, compliance, and policy development. Directs senior teams across compensation, HR systems, and analytics; advises executive leadership; manages cross-functional partnerships with IT, Finance, and Academic divisions; and supports budgeting and districtwide data-informed decision-making.

Serve as the strategic people partner to leaders across the company during rapid growth. Lead org design, headcount planning, leveling, performance and compensation cycles, employee relations, investigations, performance improvement, and separations. Coach managers through feedback and difficult conversations, use people data to guide decisions, build scalable HR playbooks, and automate repeatable People work with AI tools.

Leads the institution-wide human resources function, including workforce planning, talent acquisition, talent development, compensation, benefits, employee engagement, compliance, policies, performance management, and employee relations. Serves as a strategic business partner to senior leadership, supervises HR staff, improves retention and morale, mitigates legal risk, and advances recruitment and retention of a diverse workforce.

Partners with business leaders on HR strategy, workforce planning, succession, talent development, performance management, employee relations, investigations, compliance, engagement, HR reporting, and organizational change. Maintains HRIS data accuracy, supports hiring and internship programs, advises on accommodations and terminations, and drives continuous improvement of HR processes.

Serve as a strategic HR advisor to business leaders, supporting workforce planning, succession, performance management, talent development, employee relations, investigations, compliance, engagement, HR reporting, and organizational change. Maintain HRIS accuracy, guide managers on policies and employment matters, support hiring initiatives, coordinate accommodations and benefits processes, and drive continuous improvement across HR programs.

Partners with business leaders and managers on workforce planning, talent programs, employee relations, performance, engagement, retention, compensation, and organizational effectiveness. Leads workforce strategy and change initiatives, uses workforce data to recommend solutions, coaches managers and employees, supports recruiting, interprets HR policies, and standardizes HR processes. The role operates independently on day-to-day HR matters while escalating complex or enterprise-level issues.

Leads full-cycle technical recruiting and talent sourcing while partnering with managers on organizational design, succession planning, performance management, employee relations, compliance, benefits, compensation, and HR process improvement. Manages ATS data, staffing agencies, interviews, recruiting metrics, affirmative action reporting, HR audits, policy implementation, employee handbooks, events, and HR software projects.

Leads HR and payroll support for festivals, venues, touring teams, and event staff. Oversees weekly payroll processing, onboarding, timekeeping, HRIS data updates, personnel files, compliance documentation, employee training, and payroll issue resolution. Develops consistent regional payroll practices, supports HR projects, researches employment-law changes, maintains job descriptions, and mentors payroll staff.

Supports executive and senior leaders by aligning people strategies with business objectives. Leads workforce planning, organizational design, talent management, succession planning, leadership development, performance management, change management, and employee engagement initiatives. Uses workforce analytics and talent metrics to inform decisions, coaches leaders, facilitates organizational effectiveness, and collaborates with HR Centers of Expertise across a global, matrixed organization.

Manages HR operations across multiple nonprofit sites, including regulatory clearances, audit-ready personnel records, Paycom administration, payroll, timekeeping, benefits, leave, compensation, employee relations, policies, records, and offboarding. Oversees compliance with federal, New York State, and New York City requirements; supports audits, reporting, workforce data integrity, mandated training, and manager guidance. Partners with leadership, Finance, Talent Acquisition, brokers, vendors, and program managers to maintain reliable employee lifecycle administration.