Top Senior HR Jobs

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.

Provides strategic HR partnership for a 550-employee manufacturing factory team. Responsibilities include employee relations, investigations, workforce planning, recruiting, onboarding, talent management, engagement, communications, training, compliance, labor relations, conflict resolution, and HR metrics analysis. Partners with factory leadership to execute HR strategies, improve staffing and operational outcomes, support organizational change, and address personnel matters.

Serves as the primary HR partner for Southern California operations, advising leaders on workforce planning, employee relations, performance management, compliance, labor relations, talent processes, and organizational change. Conducts investigations, coaches managers, supports union-represented employees, maintains HR data and reporting, delivers training, and assists with startups, transitions, restructures, and acquisitions. This field-based role requires regular onsite presence and regional travel.

Leads the HR function for the HSS business group, partnering with business leaders on talent acquisition, employee relations, performance management, compensation, benefits, development, policies, compliance, and engagement. Manages and develops HR professionals, handles complex employee relations matters, and provides strategic guidance aligned with business objectives. The role is hybrid in Richardson, Texas, and requires U.S. person status under export control regulations.

Provides strategic HR partnership to business leaders in a global matrix organization. Develops and implements talent, engagement, retention, performance management, employee relations, compensation, organizational development, and change initiatives. Advises leaders, supports organizational effectiveness, coordinates complex HR projects, applies employment laws and HR best practices, uses HR analytics, and builds relationships across the organization. Travel may be required to support multiple locations.

Leads the people strategy for a multi-site, unionized manufacturing business. Advises the President and senior leadership team on workforce planning, labor and employee relations, talent acquisition, leadership development, succession, performance, engagement, organizational change and culture. Oversees approximately 10 HR professionals, strengthens union partnerships, supports operational excellence, develops critical-skill pipelines and ensures consistent HR execution across seven sites and three countries. Requires regular facility presence and travel of approximately 25% or less.

Leads day-to-day HR operations, team development, benefits, recruiting, onboarding, leave and accommodations, workers’ compensation, employee relations, investigations, compliance, performance management, and compensation analysis. Advises leaders, manages complex HR matters, improves processes, audits records, applies employment laws, and supports both on-site and remote employees.

Partners with plant operations leadership and supervises the plant HR team in a manufacturing environment. Manages recruiting, onboarding, employee relations investigations, performance reviews, attendance, HRIS records, payroll and timekeeping support, compliance with employment laws and FLSA, training, audits, and HR policy administration. Provides strategic input, supports organizational change, resolves conflicts, analyzes data, and improves HR processes across hourly and salaried multi-state workforces.

Leads the people strategy for a multi-site, unionized manufacturing business. Advises senior leadership on organizational effectiveness, labor and employee relations, workforce planning, talent acquisition, leadership development, succession, performance, engagement, and change. Oversees approximately 10 HR professionals, strengthens union partnerships and workforce capabilities, supports operational excellence, and ensures consistent HR execution across seven sites and three countries. Requires regular facility presence and travel of approximately 25% or less.

Leads the HR function for the HSS business group, partnering with business leaders on HR strategy and workforce needs. Oversees talent acquisition, employee relations, performance management, compensation and benefits, employee development, HR policies, compliance, and employee engagement. Manages and develops HR professionals while handling complex investigations, conflict resolution, and disciplinary matters.

Serves as a strategic HR advisor to leadership and plant management, aligning HR initiatives with business goals. Manages complex employee relations, investigations, performance coaching, talent planning, retention, compliance, policies, benefits, onboarding, and offboarding. Supports workforce planning, training, succession planning, and talent reviews while mentoring junior HR staff and backing up the HR Director. Requires strong knowledge of U.S. employment laws and experience in manufacturing, logistics, or a similar industrial environment.

Supports Bedford and Franklin manufacturing and office sites as a strategic, hands-on HR partner. Responsibilities include translating business strategy into people initiatives, advising leaders, managing complex employee relations and investigations, coaching managers, leading change and culture transformation, guiding organizational design and workforce planning, and partnering across HR functions. The role requires a visible presence supporting a 24/7 workforce, including nights and weekends as needed.

Administer HR policies and programs for assigned sites, support managers and employees with HR activities and compliance, execute strategic initiatives, manage employee relations, provide HR reporting, and ensure corporate policy compliance. The role requires strong collaboration with site leaders and HR teams, independent prioritization, and monthly travel to business sites up to 50% of the time.

Partners with senior leaders to align HR strategies with business goals. Leads organizational design, workforce planning, talent management, change management, HR programs, and complex HR projects. Provides coaching and guidance to leaders and employees, improves leadership effectiveness and employee development, and supports high-performing teams within a complex aerospace and defense organization.

Strategic HR Business Partner focused on Compensation and Total Rewards: design compensation philosophy, lead annual compensation cycles, benchmarking, pay equity, build incentive programs and analytics, partner with Finance on workforce planning, advise leaders on org design, and scale rewards programs.

Senior hands-on HR Generalist responsible for employee relations, workplace investigations, disciplinary actions, performance management, manager coaching, HR policy compliance, employee leaves, accommodations, workers’ compensation, benefits matters, records management, and leadership support. The role advises managers and employees across a regulated home healthcare workforce while ensuring compliance with federal, New York State, and New York City employment requirements.

Manage all human resources functions for a major infrastructure project, including recruitment, compensation, benefits, payroll, performance management, employee development, succession planning, compliance, immigration, insurance renewals, HR metrics, vendor negotiations, and employee relations. Partner with leadership to implement HR strategy, policies, workforce initiatives, and exceptional employee experiences from onboarding through offboarding.

Senior HR Generalist responsible for employee relations, workplace investigations, performance management, manager coaching, HR compliance, leaves, accommodations, workers’ compensation, benefits matters, employee records, retention, workforce planning, and engagement. The role advises employees, managers, and leadership across a regulated healthcare workforce while ensuring compliance with federal, New York State, and New York City employment requirements.

Lead and scale HR strategy and people operations across a multi-state home healthcare organization. Oversee employee relations, compliance, payroll, benefits, workforce planning, HR systems, leadership development, and organizational growth. Advise executives, build scalable policies and infrastructure, support acquisitions and location integrations, and lead the HR team. The role requires hands-on executive leadership and regular travel to company locations.

Lead HR strategy and people operations for a rapidly growing, multi-state home healthcare organization. Oversee employee relations, compliance, payroll, benefits, workforce planning, HR systems, leadership development, and organizational growth. Advise executives, build scalable HR infrastructure, support acquisitions and new locations, and lead the HR team across corporate, clinical, administrative, and field-based workforces. Regular travel to company locations is required.

Provides strategic leadership for HR due diligence, integration strategy, governance, risk management, and execution across mergers, acquisitions, divestitures, and enterprise transformations. Coordinates HR workstreams spanning compensation, benefits, payroll, compliance, talent, learning, communications, and HR technology. Partners with senior leaders and cross-functional teams, manages risks, leads change management, improves associate experience, develops M&A playbooks, and promotes responsible AI adoption in HR.

Provides strategic and full-scope HR support, including employee relations, investigations, recruitment, talent management, compensation, compliance, leadership development, engagement, and organizational change. Advises managers and department leaders, implements HR programs and policies, mentors junior HR staff, and supports orientations and corporate events.

The Senior Human Resources Generalist supports policy and compliance, employee and labor relations, recruiting, onboarding, compensation, benefits, HRIS, performance management, learning and development, and workforce reporting. The role advises employees and managers, investigates employment issues, coordinates training and performance processes, maintains HR records, supports audits and affirmative action requirements, and partners with payroll and benefits teams. It requires managing multiple priorities while ensuring legal compliance, confidentiality, and effective employee support.

The Director, HR Business Partner serves as a strategic advisor to Legal Market leadership, aligning people strategy with business goals. Responsibilities include organizational design, change management, workforce planning, succession planning, talent reviews, leadership coaching, performance management, engagement, inclusion, and compensation partnership. The role provides workforce analytics, supports early-career programs, and collaborates with HR centers of excellence to strengthen organizational effectiveness, leadership capability, culture, and long-term growth.