Top Senior HR Jobs

Provides day-to-day HR support for military personnel, government civilians, and contractors at Hanscom AFB. Maintains personnel databases, manages onboarding and offboarding, updates military positions and organizational records, tracks vacancies and awards, coordinates Reserve orders and funding, manages deployment training requirements, monitors personnel actions, participates in organizational meetings, and delivers personnel status briefings to senior leadership.

The Senior HR Business Partner will support a global business by aligning HR strategies with organizational goals. Responsibilities include organizational design, change management, workforce planning, leadership development, talent management, employee relations, engagement, and organizational transformation. The role partners with HR centers of excellence, uses workforce metrics for decision-making, and ensures consistent yet regionally appropriate HR practices across a multinational workforce.

Partners with business leaders to provide strategic HR guidance and resolve complex workforce issues. Responsibilities include employee relations investigations, conflict resolution, performance management, coaching, talent planning, compliance with employment laws, and workforce analytics. The role serves as the primary HR contact for an assigned business unit and collaborates with Recruiting, HR Operations, Payroll, and Benefits teams.

Manages site-wide human resources activities, including compliance, recruiting, onboarding, compensation, performance management, career pathing, training, employee relations, affirmative action, and EEO reporting. Develops department goals, policies, procedures, and continuous improvement initiatives while partnering with managers and employees across the plant.

Supports daily HR operations, employee lifecycle transactions, employee data maintenance, onboarding and offboarding, HR reporting, audits, documentation, and process improvements. The role requires hands-on Workday experience, UKG data maintenance, accurate HRIS administration, confidential information handling, and collaboration with HR, payroll, benefits, and talent acquisition teams. Preferred experience includes Workday modules, advanced business process actions, custom reporting, and EIB bulk data loads.

Lead HR strategy and execution across multiple manufacturing sites in the US and Canada. Partner with operational leaders on workforce planning, organizational design, succession planning, recruiting, retention, employee relations, performance management, compliance, and organizational change. Use HR metrics to guide decisions, improve engagement and performance, and support a safe, inclusive, high-accountability workplace.

Leads site HR strategy for a manufacturing workforce, partnering with leadership on employee relations, compliance, workforce planning, talent acquisition, performance management, engagement, leadership development, organizational effectiveness, and change management. Oversees HR operations, analytics, records, policy application, and continuous improvement while managing and developing the HR team. The role is fully onsite in Horseheads, New York.

Lead HR strategy and execution across multiple manufacturing sites in the US and Canada. Responsibilities include workforce planning, organizational design, succession planning, recruiting, retention, employee relations, performance management, policy compliance, HR metrics, employee engagement, change initiatives, and advising operational leaders on complex people decisions.

Manages day-to-day HR operations, shared services, HRIS transactions, employee service delivery, compliance, reporting, analytics, and case management. Supports policy administration, audit readiness, process standardization, automation, data integrity, and HR service improvements. Partners with Legal, Finance, Compliance, and senior HR leadership while mentoring HR operations staff and supporting organizational change.

Partners with business leaders to align HR strategies with organizational objectives across performance management, employee relations, labor relations, compliance, workforce analytics, engagement, and change management. Provides guidance on complex employee matters, collective bargaining agreements, organizational design, and employment laws. Collaborates with HR Centers of Excellence to improve employee lifecycle processes, support workforce planning, and deliver effective HR solutions in a fast-paced venue operations environment.

The HR Business Partner Manager aligns HR strategies with business objectives across venue operations and other business units. Responsibilities include advising leaders, managing performance and employee relations, supporting labor relations and union matters, ensuring employment-law compliance, improving HR processes, leveraging workforce analytics, and driving engagement, onboarding, retention, and change management. The role collaborates with HR centers of excellence and requires flexible availability, including possible nights, weekends, and holidays.

Leads strategic and tactical HR support for a designated division, advising leaders on employee relations, performance management, compensation, talent management, engagement, organizational development, succession planning, recruiting, compliance, and employment law. Serves as the primary HR partner to leadership, coaches managers, implements people strategies, manages sensitive investigations, and supports regulatory reporting and HR communications across a multisite organization.

Partners with Sales and Digital Growth leaders to execute commercial people strategies. Advises senior leaders on talent, performance, engagement, organization design, workforce planning, succession, development, compensation, employee relations, and change management. Uses HR data and workforce insights to identify risks and recommend solutions, collaborates with HR centers of excellence, handles confidential matters, and advances leadership capability and organizational effectiveness.

Administer HR policies and programs for assigned transportation sites. Manage employee relations, workplace investigations, conflict resolution, policy interpretation, compliance, recruiting and staffing support, HR reporting, and strategic HR initiatives. Advise managers and senior leadership, implement engagement programs, maintain HR records and systems, and foster a positive employee relations climate. The role is onsite four days weekly in Charlotte, with monthly business-site travel of up to 25–30%.

Serves as the on-site HR representative, managing employee onboarding and offboarding, HR records, recruitment coordination, employee relations, performance administration, compliance, benefits support, and engagement initiatives. Partners with corporate HR, managers, and external providers; maintains ADP data accuracy; supports investigations, terminations, OSHA activities, and employment documentation. The role also identifies process improvements, analyzes HR trends, and ensures consistent, compliant HR operations.

Provides comprehensive HR business partnering across employee relations, union and labor relations, performance management, leave and attendance, compliance, engagement, HR operations, and manager coaching. Oversees employee lifecycle processes, supports grievances and investigations, partners with Payroll and HRIS teams, maintains HR documentation and SOPs, and prepares workforce reports on headcount, attrition, attendance, leave, performance, and engagement.

Serves as a strategic HR advisor to senior leaders, aligning people strategy with business objectives. Leads workforce planning, talent management, organizational design, leadership coaching, employee engagement, performance management, compensation cycles, and organizational change initiatives. Partners with HR Centers of Excellence and internal teams to implement HR programs, use workforce data, resolve complex HR issues, and support risk and regulatory compliance across multiple business lines.

Serves as the senior HR leader for an aerospace and manufacturing site, partnering with leadership on organizational effectiveness, workforce planning, employee relations, talent management, recruiting, leadership development, performance management, and change initiatives. Leads full-cycle recruiting, HR metrics, employee engagement, and site HR operations while guiding an onsite HR representative and collaborating with centralized HR teams on payroll, benefits, compliance, HRIS, and policy administration.

Leads talent acquisition strategy and high-volume recruitment for professional and specialized roles. Partners with business leaders and hiring managers, uses recruiting data and technology to improve hiring outcomes, develops innovative sourcing approaches, ensures compliant and positive candidate experiences, and supports workforce planning and broader talent initiatives.

Owns HR and employment compliance for a remote organization operating youth programs across multiple states. Responsibilities include California employment-law compliance, seasonal hiring and payroll compliance, background screening and mandated-reporter processes, HRIS and benefits administration, employee relations, investigations, performance management, policies, workers’ compensation, unemployment claims, onboarding, and manager support. The role manages three HR resources, partners with executives and counsel, and oversees high-volume seasonal hiring while maintaining audit-ready compliance records.

Provides strategic HR partnership to program managers and leadership, supporting workforce development, employee relations, performance management, training, onboarding, organizational change, compliance, engagement, and retention. Advises employees and managers on employment laws and company policies, conducts workforce interviews, leads orientations and policy presentations, and supports program start-up activities. The role requires on-site support in Sierra Vista, Arizona and eligibility for a Secret clearance.

Supports HR leadership by applying employment law, maintaining policies and employee communications, advising employees and managers, delivering training, coordinating HR initiatives, and improving HRIS processes. Provides day-to-day direction to HR team members and serves as a trusted partner on workplace concerns, compliance, benefits, and problem-solving.

Partners with Engineering and Product leaders on organizational strategy, talent management, employee engagement, development, compensation planning, onboarding, offboarding, compliance, and employee experience. Leads cross-functional people programs, coaches executives, analyzes HR data and trends, manages stakeholder alignment, anticipates organizational risks, and improves People Team processes and operational efficiency.

Partners with manufacturing leaders and employees on employee relations, engagement, retention, workforce planning, recruiting, policy interpretation, investigations, compliance, and organizational effectiveness. Analyzes HR metrics and workforce trends, supports learning and development initiatives, advises on employment law, and collaborates on safety and communications programs.

Serve as the primary onsite HR leader for a manufacturing facility. Manage employee relations, investigations, performance management, recruiting support, onboarding, workforce planning, compliance, training, engagement, and personnel administration. Advise site leadership and employees, analyze workforce metrics, coordinate HR programs, and collaborate with corporate HR, payroll, benefits, compensation, and talent acquisition teams.