Top Senior HR Jobs

Serves as a strategic HR advisor to Private Markets leaders in a global, matrixed organization. Responsibilities include workforce planning, organizational design, restructuring, change management, leadership coaching, talent reviews, succession planning, employee development, employee relations, policy interpretation, and risk management. The role uses workforce and business data to guide people decisions and partners with HR, Legal, Finance, Talent Acquisition, Compensation, and other centers of excellence.

Lead companywide recruiting and help build the organization’s people infrastructure. Responsibilities include sourcing candidates, developing compensation and retention programs, managing payroll and benefits, overseeing performance evaluations, creating onboarding and training processes, and advising leadership on employment-law compliance. The role supports a distributed team and works closely with executive and legal teams.

Provides HR support across Wake Forest and Chantilly locations, advising managers and employees on routine HR matters. Supports employee relations, performance management, recruiting coordination, onboarding, compensation and benefits administration, open enrollment, employee engagement, compliance, and HR projects. Requires strong communication, judgment, discretion, organization, and knowledge of employment laws and HR practices.

Manage HR strategy and operations for a manufacturing plant, including performance management, recruiting, onboarding, employee engagement, talent development, compliance investigations, workforce planning, benefits administration, and process improvement. Coach leaders, support compensation and staffing decisions, maintain HR policies, analyze workforce metrics, and partner with corporate, finance, and legal stakeholders. The role is onsite in Cudahy, Wisconsin and serves employees across office and production settings.

Manages plant HR and payroll staff, site recruiting, onboarding, retention, employee relations, employment-law compliance, leaves, workers’ compensation, payroll timekeeping, training, and safety programs. Advises facility leadership, educates production employees on policies, investigates workplace matters, partners with corporate HR on risk issues, and supports employee engagement and recognition initiatives in office, production, and warehouse environments.

Manage HR operations including payroll, compensation, compliance reporting (EEO-1, Vets-100, NIB, Affirmative Action), HRIS and personnel records, recruitment and onboarding, benefits administration, training, employee relations, policy development, and serve as primary HR contact reporting to the CEO.

Lead payroll operations across multi-site locations ensuring accuracy and compliance; oversee employee relations and investigations; coach leaders on performance and accountability; design and run employee engagement, recognition, and communications programs; partner with Finance and HR to develop SOPs, audits, and continuous improvement initiatives while supporting production shift needs.

Serve as a strategic HR partner to leaders across business units—drive organizational design, workforce planning, employee relations, performance management, leadership coaching, talent management, compliance, and succession planning to improve engagement and organizational effectiveness.

Administer benefits, wellness, leave programs, HRIS, and payroll reconciliation. Serve as primary HR inbox administrator, coordinate vendors and open enrollment, conduct audits, ensure compliance with employment and benefits regulations, analyze data to improve programs, and support HR operations, onboarding, and system enhancements.

Lead HR for a growing specialty retail chain: administer payroll and benefits, select group insurance and 401(k), develop and deliver training and leadership programs, recruit and develop associates, ensure compliance with labor law, and report HR metrics to financial and governmental stakeholders.

Support and implement HR policies and procedures, ensure compliance with labor laws, assist recruitment and onboarding, provide employee and manager guidance, and drive talent management and engagement in a manufacturing environment.

Lead HR strategy and team for a hospitality company: oversee employee relations, performance management, talent acquisition, training, compliance, compensation and benefits, HR metrics, and culture initiatives. Act as strategic advisor to executives and develop programs to improve engagement, diversity, and operational HR processes.

Serve as a strategic HR partner to mid‑to‑senior leaders for a Diagnostic Lab JV in Southfield, MI. Translate business plans into talent and org plans, drive succession planning, change management, performance and culture, recruit senior talent, and coordinate with HR Centers of Excellence and Service Centers. Hybrid role with field support across eastern Michigan.

Lead HR for a multi-state insurance agency (18 locations, ~200 employees). Serve as strategic partner to executives; oversee talent acquisition, employee relations, compliance, compensation, benefits, performance management, training, and HR operations. Manage multi-state employment law compliance, HR team, vendor relationships, and HR metrics to support business decisions. Support organizational development, succession planning, and culture initiatives.

Lead support, configuration and growth of Oracle HCM solutions (Payroll, Time & Labor, Absence). Manage second-tier support, integrations, releases and vendor relationships. Partner with HR COEs and IT to translate business requirements into technical solutions, drive process improvements, manage projects and a team, and use analytics (SQL/Excel) for data-driven decisions.

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.

Lead HR support across North America and Europe, advising managers and leaders on employee relations, performance, organizational changes, workforce planning, and talent matters. Oversee regional HR delivery, external PEO/EOR and employment partners, employee lifecycle processes, and scalable workflows. Lead the regional recruiting function, support critical searches, coach recruiters, and improve hiring operations. Drive company-wide HR initiatives involving compensation, performance management, job architecture, HR systems, manager development, and workforce planning.

Serves as a strategic HR advisor to business leaders, guiding workforce planning, organizational design, talent and performance management, leadership coaching, people analytics, change initiatives, employee relations, and compliance. Translates business priorities into workforce strategies, identifies organizational risks, supports talent processes, and partners across HR to improve organizational effectiveness and employee experience.

Lead and oversee HR operations including compensation, benefits, HRIS, compliance, employee relations, and facilities. Design and implement scalable HR programs, administer payroll and total rewards, manage vendors, ensure multi-state employment compliance, and use analytics and technology to inform decisions. Build and develop an HR operations team and partner across People & Culture to align strategy with operational execution.

Partners with business leaders to identify capability needs and develop learning strategies, curricula, and development programs. Designs and delivers instructor-led, virtual, blended, and digital learning using adult learning and instructional design principles. Administers LMS content, courses, curricula, assignments, certifications, and reporting, including SCORM materials. Facilitates training, coaches subject matter experts, evaluates learning effectiveness, analyzes data, and continuously improves leadership, onboarding, technical, and professional development programs.

Partners with logistics leadership on strategic HR initiatives, talent management, recruitment, employee relations, organizational change, compensation, benefits, compliance, workforce analytics, engagement, and DEI. Supports U.S. logistics and warehouse operations while ensuring compliance with federal and New Jersey employment laws.

Partners with logistics leadership on strategic HR initiatives, talent management, recruitment, employee relations, change management, compensation, benefits, compliance, and DEI. Uses HR analytics to improve programs and supports U.S. logistics and warehouse operations while ensuring compliance with federal and New Jersey employment laws.

Directs human resources and workplace culture for a large senior living community. Develops HR strategies, partners with leadership on workforce planning and talent development, manages employee relations, leads engagement and recognition programs, oversees performance management, and supports succession planning, retention, and leadership development.

Own HRIS and core HR operations for the Palo Alto studio, including employee data, onboarding and offboarding, employee relations, benefits, leave, payroll updates, performance management, training, compliance, reporting, and recruiting coordination. Partner with Tokyo, Finance, IT, and Workplace teams to implement global initiatives, improve processes, support managers, and address workplace matters with discretion and sound judgment.

Owns employee relations investigations, corrective action, separations, unemployment claims, leave administration, ADA accommodations, and HR compliance across a multi-site workforce. The manager coaches supervisors, prepares investigation findings, represents the company in unemployment hearings, supports hiring panels, and helps develop manager training. This role partners with the Director of Human Resources to build scalable HR processes across corporate, retail, cultivation, manufacturing, distribution, and compliance teams.