Top Senior HR Jobs

The HR Business Partner II acts as a strategic advisor, driving HR initiatives, resolving complex employee relations issues, and enhancing organizational effectiveness through HR strategies.

The Senior Director, Human Resources Strategy & Effectiveness role involves leading HR strategy, talent management, and organizational effectiveness while collaborating with senior leaders to enhance workforce alignment and performance.

As an HR and Payroll Specialist, you will manage payroll and HR operations, ensuring compliance and efficiency across multiple countries, primarily the US and Canada. Responsibilities include processing payroll, overseeing HR administrative tasks, and managing benefits administration while maintaining legal compliance.

The HR Business Partner leads HR activities, advising on policies, administering employee programs, managing performance, and supporting management with talent planning and employee relations issues.

The Director of HRIS & Analytics leads strategic direction for HR systems and analytics, overseeing enhancements, data integrity, and collaboration across departments while managing a small HRIS team.

The HR Manager manages employee relations, performance management, policy compliance, recruitment, onboarding, and training for the New York office, acting as the primary resource for HR functions.

The role provides HR support for the Commercial organization, focusing on recruiting, onboarding, talent management, and employee engagement while collaborating with business leaders.

Partner with business leaders to align HR strategy with business objectives. Manage employee relations, talent development, KPI tracking, and complex cross-functional HR projects. Advise on US labor regulations, support local HR teams, and drive continuous improvement.

Serve as a proactive HR Business Partner advising leaders on talent strategy, workforce planning, hiring, onboarding, employee relations, performance management, succession planning, retention, and change management to support business goals and culture integration.

Lead site HR function partnering with site leadership to manage employee relations, recruiting, onboarding/offboarding, benefits enrollment, training, HRIS data accuracy, engagement surveys, and safety committee participation. Drive retention, succession planning, and implementation of HR policies to ensure compliance and an inclusive workplace.

Senior HR Business Partner Manager partners with senior leaders to translate business priorities into people strategies. Leads talent reviews, succession planning, leadership development, change management, performance calibration, workforce planning, and engagement initiatives. Uses HR analytics to inform decisions and collaborates with HR Centers of Excellence to implement programs and improve organizational effectiveness and culture.

Lead HR planning and operations initiatives, manage a portfolio of strategic HR projects, drive process improvements, analyze human capital data and develop insights and executive-level presentations, support workforce planning and change management, oversee reporting against HR goals, and supervise HR team members while partnering with HR leadership on enterprise initiatives including M&A activities.

Serve as a strategic HR advisor to business leaders, manage complex employee relations and investigations, ensure legal compliance, coach on performance management, drive engagement and retention, analyze ER trends, and improve HR policies and processes.

Serve as the primary HR advisor for the Alcoa Technical Center and related technical sites. Drive workforce planning, talent development, employee relations, organizational effectiveness, change management, and employee engagement. Partner with site leaders, support full employee lifecycle, manage labor agreement compliance, facilitate Kronos timekeeping and payroll tasks, coordinate HR reporting and analytics, and liaise with Rio Tinto on ELYSIS partnership HR matters.

Provide day-to-day HR support across onboarding, recruiting, employee relations, compliance, and HR administration. Own end-to-end onboarding, manage recruiting for assigned roles, advise managers on performance and investigations, support training/compliance and safety initiatives, maintain HRIS/ATS records, and deliver HR metrics and projects to improve employee experience across multi-site operations.

Strategic HR Business Partner responsible for employee relations, performance management, investigations, union negotiations and grievances, recruitment, training, safety initiatives, and compliance. Consults with management, coaches leaders, supports talent and workforce planning, and executes HR programs to improve engagement, productivity, and retention across the region.

Serve as a strategic HR business partner to site leadership, leading employee relations, talent acquisition, performance management, compensation, succession planning, workforce planning, compliance, HRIS reporting, and change management to drive organizational effectiveness and employee experience.

Provide HR leadership for a nonprofit by aligning HR strategy with mission; oversee recruitment, onboarding, compensation, benefits, performance management, employee relations, training, HRIS, compliance, workforce planning, and culture initiatives.

Lead HR operations at a manufacturing plant including employee relations, staffing, onboarding, coaching, performance management, workforce analysis, HR compliance, reporting, and leadership development. Partner with managers and Talent Acquisition to improve retention, productivity, and plant culture while managing HR programs, investigations, payroll/benefits communication, and monthly facility reporting.

Manage day-to-day HR operations for the HQ team including payroll processing, multi-state employee setup/terminations, HRIS data integrity (Paylocity), benefits support, employee relations, compliance with employment laws, workers' compensation and unemployment claims, onboarding logistics, and employee engagement initiatives.

Lead HR for a manufacturing plant, managing employee relations, staffing, onboarding, coaching, performance management, workforce analysis/reporting, HR compliance, and driving engagement and retention initiatives.

Serve as the primary HR contact for managers across the Americas, advising on workforce and policy matters, supporting HR lifecycle processes, driving continuous improvement, ensuring regional compliance, partnering with COEs and HRBPs, and leading people-related projects to enhance employee experience.

Serve as an HR business partner driving employee/labor relations, recruitment, retention, performance management, succession planning, compliance (AAP), HR program implementation, data analysis, and leadership coaching at a facility level.

Provide full-cycle HR support for corporate and center teams including recruiting, onboarding, training, employee relations, policy compliance, performance management, and HR project assistance.

Manage full HR lifecycle for a manufacturing plant: recruit, onboard, train, administer HR policies and performance reviews, support employee relations and investigations, ensure FLSA and safety compliance, enter HRIS/payroll data, lead employee listening sessions, and support union avoidance and accident reporting.