Top Senior HR Jobs

People Partner supporting Novartis Biomedical Research by advising leaders and employees on HR policies, employee relations, talent, performance, rewards, organizational changes, and workforce processes. The role implements people initiatives, coaches managers, ensures regulatory compliance, uses Workday and analytics to improve employee experiences, and supports local and global transformations. It is based in San Diego with onsite work three days per week.

Provides comprehensive HR support in a matrix organization, including employee relations, talent management, organizational development, performance management, investigations, coaching, compliance, change management, and process improvement. Partners with managers and leaders to improve engagement, retention, and performance while implementing HR initiatives and managing competing priorities. Requires occasional travel between sites.

Leads the full HR function for a rapidly scaling defense manufacturer, including HR strategy, talent acquisition, workforce planning, compensation, benefits, HR systems, compliance, employee relations, culture, organizational development, and change management. Advises the CEO, senior leadership, and Board while building scalable People infrastructure across Texas and Colorado sites.

Partners with site operations leaders to align HR strategy with business goals. Oversees talent acquisition, employee relations, performance management, compliance, engagement, HR analytics, and policy implementation. Advises managers, resolves complex workplace issues, develops employees, presents HR insights, and promotes a safe, compliant, positive work environment. Requires bilingual English and Spanish communication, on-site flexibility, and occasional nights, weekends, and travel.

Provides operational and administrative HR support across employee relations, talent acquisition, training, compensation, HR procedures, metrics, and reporting. Maintains employee records and collaboration tools, prepares confidential workforce reports, supports employee communications, audits, meetings, HR programs, and process improvements. Partners with shared services, HR teams, employees, and business leaders while contributing to projects and operational initiatives.

Serves as an on-site HR thought partner for distribution center leadership and teams. Executes HR strategy across workforce planning, talent acquisition, training, change management, compensation, engagement, culture, and enterprise initiatives. Coaches leaders, supports organizational effectiveness, uses HR data and metrics, develops staffing strategies, manages changing priorities, and facilitates solutions to complex employee and workplace situations. Collaborates with HR business partners, centers of excellence, talent acquisition, and shared services.

The Senior Human Resources Business Partner role supports HR activities for Venture Global LNG. The provided description does not include substantive duties, experience requirements, education requirements, or certification details; these sections contain placeholders only.

Partner with business leaders on recruiting, workforce planning, performance management, employee relations, succession planning, retention, change management, engagement, and employment compliance. Use HR metrics and people analytics to inform decisions, guide managers through complex issues, and collaborate with HRIS, Total Rewards, and Recruiting teams to support organizational growth.

Leads the global Finance HR strategy, advising executives on workforce planning, organization design, succession, leadership effectiveness, transformation, culture, employee relations, and talent development. Uses workforce analytics and HR dashboards to identify risks and guide interventions. Partners with HR centers of excellence, coaches senior leaders, and supports global talent and capability planning in a complex matrixed organization.

Supports assigned business areas across the employee lifecycle, managing onboarding, mobility, offboarding, employee inquiries, performance issues, talent reviews, succession planning, and performance cycles. Partners with senior HR leaders and stakeholders, uses HR data and analytics to generate insights, improves processes and employee experience, and advances technology-enabled solutions through Workday, ServiceNow, AI, and RPA initiatives.

Leads Komatsu’s HR transformation portfolio, establishing governance, prioritization, executive decision support, risk management, and value realization practices. The role coordinates cross-functional HR initiatives, resolves barriers, manages dependencies, supports change and adoption, and coaches leaders on execution discipline. It partners with the CHRO and HR leadership while using portfolio data, agile practices, Microsoft 365, and AI-enabled tools to improve decision-making and transformation outcomes.

Partners with program and manufacturing leaders on workforce planning, talent management, employee relations, performance management, staffing, retention, compensation, development, and organizational change. Advises managers, collaborates with HR Centers of Excellence, supports production workforce needs, delivers HR guidance and training, and leads recognition and reward initiatives.

Serves as the primary HR partner for production managers and supervisors, advising on employee relations, performance management, investigations, conflict resolution, and leadership coaching. Leads engagement initiatives, training programs, talent development, and workforce planning while partnering with legal, compliance, and executive teams. Analyzes employee data, supports HR operations, and works across diverse, multilingual manufacturing environments.

Administer, support, configure, and optimize Workday and other HR systems. Resolve incidents, manage enhancements, maintain data integrity, support talent, compensation, and benefits processes, and collaborate with HR, IT, payroll, vendors, and stakeholders on upgrades and improvements. The role also develops documentation and training, participates in agile processes, and ensures HR data security, compliance, and accurate reporting.

Provides HR consulting and operational support to clients, including HR assessments, compliance guidance, policy development, benefits and payroll administration, onboarding and offboarding, leave and accommodations, investigations, performance management, employee relations, and HRIS/payroll transitions. The role also project manages change initiatives, coaches managers and owners, and independently manages multiple client priorities.

Partners with business leaders to implement HR strategies, policies, and programs across staffing, employee relations, compensation, benefits, training, compliance, and workforce engagement. Advises site leaders on employment laws, investigates employee issues, supports talent management, analyzes HR metrics, maintains employee records, and helps meet organizational objectives across assigned facilities.

Provides broad HR support across employee relations, benefits, compensation, training, compliance, safety, recruitment, reporting, and workforce development. Coaches managers, conducts investigations, supports policy and program improvements, analyzes HR data, leads training, and partners with stakeholders on employee strategies. The role also manages projects using Lean methodologies and requires travel between organizational sites.

Provides full-cycle HR support for a manufacturing plant, including employee relations, performance management, training, engagement, retention, compliance, onboarding, reporting, and policy administration. Partners with leadership to improve employee performance and HR processes, supports recognition initiatives, and collaborates with the Safety Committee. The role also monitors regulations, maintains HR records, and contributes to performance-related and other HR projects.

Provides operational leadership for Human Resources and Compliance departments, supervising staff, coordinating workflows, and ensuring compliance with laws, regulations, policies, and accreditation standards. Responsibilities include employee relations, investigations, training, audits, corrective action plans, incident review coordination, regulatory responses, reporting, policy development, budgeting, and operational improvement.

Supports HR operations for a national advisory practice, managing HRIS data, onboarding, offboarding, employee relations, talent processes, compliance, reporting, and engagement initiatives. Advises employees and managers on policies, performance, workplace concerns, and development resources while partnering with recruiting, payroll, benefits, and HR leadership. Also supports campus recruiting, internal mobility, audits, and cross-functional HR projects across assigned employee groups.

Leads enterprise HR strategy, organizational design, workforce transformation, executive succession planning, talent calibration, employee relations, and change management. Oversees the People Partner team, advises C-suite leaders, uses talent analytics to improve organizational effectiveness, streamlines HR processes, and builds scalable human capital infrastructure across network and school operations.

Manages employee relations, payroll, compensation, benefits, labor-law compliance, recruiting, onboarding, performance management, training, safety support, and workforce planning in a manufacturing environment. Advises operational leaders on policies, resolves workplace conflicts, supports employee engagement, and oversees HR programs for hourly and salaried employees.

Leads the organization’s human resources function, including workforce strategy, talent acquisition, employee and labor relations, compliance, compensation, benefits, payroll, HR vendors, employee engagement, and workforce development. Advises executive leadership, supervises HR staff, manages investigations and union matters, ensures regulatory compliance, and modernizes HR systems and processes.

Lead full-cycle HR strategy and operations, including employee relations investigations, leadership and talent development, compensation, compliance, performance management, engagement, succession planning, and organizational change. Partner with senior leaders, guide policy interpretation, conduct training, mitigate employment risks, and support cross-functional HR initiatives. The role requires strategic and tactical HR expertise in a corporate or matrixed environment, with occasional travel.

Provides strategic leadership for all HR functions, including employee relations, compliance, compensation, benefits, talent acquisition, workforce planning, performance management, organizational development, and HRIS administration. Advises executive leadership, oversees HR staff and budgets, manages employment-law compliance and healthcare-related personnel requirements, presents workforce metrics, and leads initiatives supporting retention, engagement, operational efficiency, and organizational culture.