Top Senior HR Jobs

Provide high-level administrative support to the HR department and CHRO, manage calendars, meetings, reports, and HR inquiry platform (askHR). Maintain tracking systems, prepare presentations and communications, coordinate HR operations and special projects, ensure confidentiality, and support HR reporting and program logistics in a fast-paced environment.

Provide HR consulting and client support on compliance, leaves, worker's compensation, and employee relations. Interpret client contracts, track billable work, manage client relationships, conduct HR assessments, monitor compliance communications, develop and deliver training, and perform related duties. Local and occasional overnight travel may be required.

The Manager of Human Resources will provide strategic HR support including employee relations, performance management, talent management, and change management, while interfacing with executive stakeholders.

The Lead HR Business Partner provides strategic HR support, coaching, and advice to business leaders, focusing on employee relations, performance management, and talent development.

The HR Director provides HR leadership and consulting to senior leaders, drives engagement, aligns HR strategies with business needs, and leads initiatives in various HR disciplines.

The HR Business Partner will align human capital strategies with business objectives, lead change initiatives, and enhance workforce agility while collaborating with senior leaders in a global setting.

As an HR Business Partner, you'll advise on employee relations, engage with leaders on retention strategies, support training, ensure compliance with laws, and assist with recruitment and organizational development initiatives.

The Senior Director, HR Business Partner leads HR strategy for multiple organizations, oversees HR teams, and advises executives on people-related matters. Responsibilities include workforce planning, organizational design, performance management, and leveraging data for decision-making.

The Senior HR Business Partner aligns business operations with HR practices, provides consulting and coaching to leaders, and delivers comprehensive people services.

Serve as a Workday subject matter expert to configure, test, and deploy HR system enhancements; maintain security roles and data governance; drive process automation; build advanced reports and dashboards; manage integrations (EIB, Studio, APIs, PECI); and lead HR technology initiatives cross-functionally to improve employee experience and operational efficiency.

Manage end-to-end talent acquisition and HR operations for the US team: source, interview, onboard, administer HR policies, handle I-9/E-Verify, coordinate payroll and immigration, and ensure labor law compliance while delivering excellent candidate and employee experiences.

The HR Business Partner/Employee Relations Specialist manages employee relations including workplace investigations, performance management, and 90-day reviews in a fast-paced environment, supporting technical and R&D teams.

The Head of HR strategically leads all HR functions, fostering a positive workplace culture while managing talent acquisition, employee relations, and compliance.

Serve as a multisite HR business partner managing employee relations, HRIS, talent acquisition, onboarding, L&D, compensation, investigations, and HR projects. Act as change agent, coach managers, drive engagement, and modernize HR processes.

Serve as a strategic, hands-on HR Business Partner for the Americas, advising leaders on talent, organizational design, employee relations, performance management, change initiatives, and compliance across Canada, the US, and Mexico. Drive talent reviews, succession planning, workforce planning, and people-data insights while supporting hiring, onboarding, development, and offboarding. Champion culture, inclusion, and high-performance practices and partner with HR specialists to deliver practical people solutions.

Assist higher education clients in enhancing HR operations as an HR leader. Responsibilities include oversight of projects, training, and aligning HR processes.

The HR Director manages HR strategies, oversees employee relations, compliance, and performance management, and leads HR initiatives for organizational growth.

Lead HR strategy for a global, multi-site manufacturing business segment. Act as strategic partner to senior leaders, drive workforce planning, succession, change management, employee and labor relations, leadership development, HR process standardization, and HR analytics to improve engagement, retention, productivity, safety, and organizational health.

The Senior Manager, HR Communications leads internal HR communications by translating HR priorities into actionable messaging, builds engagement strategies, and partners with executives to enhance narrative clarity and messaging consistency globally.

Serves as a functional expert and solution architect for Workday and integrated HR technology systems. Designs, configures, tests, supports, and optimizes HR solutions, especially Workday Benefits and related Time Tracking, Absence, or Payroll functions. Partners with HR, Payroll, Benefits, IT, and vendors; develops requirements, user stories, documentation, reports, and test plans; participates in Agile delivery; resolves system issues; supports releases and implementations; and maintains data integrity, security, compliance, and governance.

Leads compensation and benefits programs for a higher education institution, including salary structures, executive compensation, 403(b) retirement plans, health and welfare benefits, wellness programs, compliance, vendor relationships, union negotiations, and employee communications. Manages and mentors compensation and benefits leaders while partnering with Finance, IT, Legal, and HR leadership on program implementation, policy, budgeting, and change management during a 4–6 month interim consulting engagement.

Leads on-site HR operations for a multi-entity seafood organization, advising managers and employees on workplace matters, investigations, performance management, compliance, benefits, leave, payroll, safety, recruiting, and onboarding. Ensures compliance with federal and multi-state employment laws, maintains audit-ready records, supports audits and process improvement, and partners with corporate teams. The role requires strong judgment, communication, regulatory expertise, and hands-on support at the West Seattle facility.

Designs and manages an HR compliance oversight system covering the full employee lifecycle. Responsibilities include building workflows, accountability processes, corrective-action communications, HRIS data controls, dashboards, audits, regulatory filings, and compliance reporting. The role ensures adherence to employment laws and collaborates with recruiting, training, payroll, benefits, and employee relations teams. It requires extensive HR compliance experience, HRIS expertise, audit experience, and knowledge of federal, state, and local employment regulations.

Manages centralized leave of absence and workplace accommodations administration, ensuring compliance with FMLA, ADAAA, PWFA, workers’ compensation, disability, military, religious, and state leave laws. Oversees HR workflows, vendors, service standards, escalations, process improvements, training, and team performance. Partners with HR, Legal, Employee Relations, operational leaders, and executive stakeholders to deliver effective accommodations and return-to-work outcomes.

Serve as a strategic HR partner for a fast-growing industrial services division supporting ~500 employees. Lead org design, workforce planning, talent acquisition, compensation, performance management, and complex employee relations. Oversee workers' compensation, LOA, return-to-work, and compliance with CA and state laws. Coach leaders, maintain strong field presence, partner with COEs, and support rapid growth in safety-sensitive environments with significant travel.