Top Senior HR Jobs

Lead HR and talent strategies for the global Buildings Management Systems business. Partner with leaders on organizational design, workforce planning, succession, talent acquisition, development, performance calibration, and employee experience. Drive change management, labor relations, and HR excellence across direct and matrixed teams. Coach leaders, analyze engagement insights, and implement inclusion and retention initiatives to build high-performing teams aligned to business goals.

Provide comprehensive HR support for a multi-shift manufacturing site, serving as primary contact for employees and frontline leaders. Coach supervisors, handle employee relations and investigations, manage onboarding, payroll/timekeeping, HRIS updates, compliance (including I-9), contingent workforce processes, reporting, and site engagement initiatives. Support process improvements and occasional travel.

Execute full-cycle HR operations in a manufacturing environment: recruiting, onboarding, HRIS administration (Paycom), benefits and LOA administration, employee relations, compliance, workers' compensation and safety support, and HR data management across multiple locations.

Serve as an HR liaison and strategic partner to affiliate leadership, advising on employee relations, workforce planning, retention, performance management, investigations, compliance, succession planning, and HRIS data. Lead HR initiatives, training, policy interpretation, and collaborate with legal counsel and HR team to improve HR operations and organizational effectiveness.

Lead design, administration, and benchmarking of company-wide compensation programs. Manage market pricing, job architecture, and annual compensation planning. Support organizational design, workforce planning, reorganizations, promotions, and acquisitions. Drive HR projects, process improvements, and compliance while partnering with leaders, finance, and external vendors to align pay strategy and HR operations.

Serve as primary HR partner for Air & Water Customer Success and Operations, driving talent strategy, organizational design, onboarding, employee communications, engagement, workforce planning, and scalable HR processes. Lead change initiatives, support recruiting and performance cycles, leverage AI and automation to improve HR efficiency, and partner cross-functionally to enable growth and employee experience.

Oversee HR at a Mitchell, SD manufacturing facility including employee relations, recruitment, onboarding, training, performance management, benefits administration, safety and workers' compensation, ISO HR procedures, and HR recordkeeping. Serve on plant management team and promote a non-union, participative workplace.

Lead all HR activities for the Trailer Division across multiple sites, including recruiting, training, organizational development, performance management, wellness, HRIS metrics, investigations, and HR leadership support. Coordinate with corporate HR and provide coaching, succession planning, and division-wide HR program implementation.

Serve as the primary HR Business Partner for Marketing, advising senior leaders on organizational design, workforce and succession planning, employee relations, performance management, change management, and talent processes. Use HR data to inform strategy, partner with Centers of Excellence, ensure compliance, support organizational changes, and drive leadership development and engagement across the Marketing organization.

Serve as the primary HR strategic partner to R&D business leaders, driving talent strategies, succession planning, organization design, leadership development, change management, and HR program delivery. Lead large-scale strategic HR projects, ensure alignment with Centers of Excellence, coach senior leaders, and prioritize initiatives to support business objectives and employee engagement.

Serve as a strategic HR partner to business leaders, lead employee and labor relations (including unionized workforces), conduct investigations, support succession planning, workforce planning, and collaborate with HR Centers of Excellence to design HR programs. Use data analysis and financial modeling to inform decisions and improve employee engagement.

Lead recruitment, onboarding, benefits enrollment, HRIS and employee file management, and compliance. Support employee relations, leave and workers' compensation processes, conduct orientations and exit interviews, and assist the HR Director with policies, projects, and administrative needs.

Serve as on-site HR liaison for Burlington, Rochester, and Minnetonka sites. Support site leaders, guide managers on performance and policy, foster culture alignment, lead HR communications, assist with enrollments/training, support investigations, act as primary I-9 agent, and travel quarterly to Minnesota sites and annually to headquarters.

Serve as the onsite HR Business Partner for a Fremont manufacturing site supporting ~120 employees. Own full employee lifecycle, employee relations and investigations, California employment law compliance, talent management, workforce planning, HR operations/HRIS, and site-level HR metrics. Partner with leaders and COEs to drive organizational effectiveness, change management, and development for frontline and salaried populations.

The Advanced HR Business Partner supports HR functions by enhancing associate relations, administering policies, and leading talent management initiatives at a manufacturing facility. Responsibilities include problem-solving and collaboration with management to improve performance.

The HR Compliance Manager will manage employee data compliance and immigration programs, ensuring adherence to regulations while enhancing employee experience. Responsibilities include policy ownership, audit management, training facilitation, and collaboration with Legal and Payroll departments to maintain compliance standards and facilitate audits.

The HR Business Partner provides operational support in HR programs including compensation, benefits, training, and employee relations, and coaches management on issues.

As a Corporate HR Business Partner, you'll align HR practices with business goals, support talent development, and drive employee engagement initiatives while collaborating across corporate leaders and HR teams.

The HR Manager will oversee HR functions, manage employee relations in a union setting, ensure compliance, and drive HR strategies aligned with plant operations.

The HR Business Partner provides strategic HR guidance to leaders, supports employee relations, drives HR initiatives, and collaborates on talent management strategies.

The Senior HR Business Partner will advise senior leaders on people strategies, organizational design, and talent management, supporting growth in a complex tech environment.

As a Senior People Operations Partner, you'll manage HR processes for hourly staff, drive recruitment, resolve employee relations issues, and lead HR projects, ensuring a thriving work environment.

The HR Manager supports the HR Area Director by managing recruitment, employee relations, and performance management while fostering a safe and inclusive work environment.

Serve as the plant HR leader and strategic partner to operations, driving labor relations, employee engagement, recruitment, onboarding, performance management, compliance with employment laws, HR metrics analysis, training and development, and fostering an inclusive, continuous-improvement culture.

Serve as the primary HR leader for the Austin office (with some support for Chicago and New York), partnering with leaders on organizational design, performance management, employee relations, engagement, onboarding/offboarding, HR analytics, and global People programs. Leverage Workday and AI tools to improve HR processes, ensure compliance with local laws, and support talent development, succession planning, and continuous improvement.