Top Senior HR Jobs

This role is for a hands-on HR & EHS Senior Supervisor overseeing HR functions and EHS programs in a manufacturing facility. Responsibilities include employee relations, safety execution, compliance, and supporting plant leadership on workforce needs.

The Human Resources Analyst will manage training and development tracking, maintain HR systems, handle PII, and prepare reports.

The HR Manager will lead the onboard HR team, provide expert advice on HR policies, manage employee relations, and ensure compliance with regulations while promoting a positive work culture.

The HR Business Partner aligns HR practices with business objectives, manages employee relations, recruitment processes, performance management, compliance with employment laws, and oversees FMLA and ADA responsibilities.

The HR Manager executes advanced data analytics, oversees employee relations, compliance, and develops HR policies for a high-performance environment.

Serve as a strategic partner in HR for semiconductor manufacturing, focusing on talent strategy, performance management, employee relations, and data-driven decision-making.

The HR Manager partners with management to implement HR strategies, supports talent management, ensures compliance with labor laws, and handles special projects.

Provide support as an HR business partner to multiple offices, guiding in HR policies, talent management, employee relations, and compliance while analyzing HR data and trends.

The VP of HRIS will lead HR technology strategies, manage HRIS projects, ensure data integrity, and collaborate with business leaders to optimize HR systems.

The HR Business Partner coordinates HR activities at the manufacturing facility, advising on employee issues, managing hiring processes, and administering training programs.

Own the full benefits function for a growing manufacturing company: administer medical, dental, vision, FSA/HSA, COBRA, life/AD&D, disability, 401k and executive plans in UKG Pro; manage carrier feeds and billing reconciliation; vendor management and employee support; run open enrollment; maintain compliance, SOPs, and benefits tracking to keep enrollment data clean and audit-ready.

Serve as a strategic HR Business Partner supporting Business Management, Communications, and Security functions. Provide talent planning, performance and succession management, employee relations investigations, change leadership, data-driven insights, compensation consultation, leadership development, and HR program implementation across a dispersed, matrixed organization.

Lead HR programs including benefits administration, performance development via HRIS, employee relations and investigations, HR research and initiatives, compliance monitoring, and supervisor-level HR support. Serve as internal consultant to managers, develop HR communications, and support company-wide HR projects and policy implementation.

Lead HR strategy and operations for MEDVET Caribbean and US-based teams. Partner with institutional leaders to implement HR initiatives (OHI, Connected Performance, talent planning), manage employee relations and compliance, design and deliver leadership and L&D programs, drive HR technology and process improvements, and lead a regional HR team across multiple Caribbean campuses.

Individual-contributor HR role partnering with leadership to design and run compensation, build people programs, administer HRIS and payroll, ensure compliance, analyze HR data, and drive cross-functional initiatives. Owns total rewards strategy, annual compensation cycle, job architecture, policy, onboarding, and process improvements. Requires hands-on execution and serving as a trusted people partner across the company.

Serve as a strategic HR advisor to leaders and managers, aligning talent strategies with business goals. Drive organizational effectiveness, talent management, employee relations, workforce planning, compensation guidance, change management, and leadership development. Coach managers, support hiring/onboarding/performance processes, lead HR projects, ensure compliance, and use data to identify trends and recommend solutions in a fast-growing, remote environment.

Serve as a strategic HR partner to business leaders, advising on employee relations, talent management, performance, workforce planning, compensation, organizational design, compliance, and development initiatives to align people strategy with business goals.

Lead design and delivery of HR case management solutions in ServiceNow: gather requirements, configure modules, partner with IT and vendors, analyze data, document designs, train users, and drive HR process improvements.

Lead HR for non-operations functions and partner with the Downers Grove plant on talent acquisition, talent reviews, performance management, change initiatives, employee engagement, HR metrics, and HR budgeting. Build talent pipelines, oversee onboarding and competency assessments, drive engagement and communication, and implement HR continuous improvement.

Lead all HR functions for a seasonal mountain resort: talent strategy, employee/labor relations, recruiting, compensation, compliance, safety, engagement, HR program implementation, and team development. Partner with executive leadership, oversee employee housing, manage litigation administration, and ensure operational HR support including weekend/holiday coverage.

Lead internal HR for a fast-growing HR tech firm: build scalable HR infrastructure, own HRIS/HCM optimization, manage internal recruiting, onboarding/offboarding, performance and career development, ensure multi-state compliance, drive organizational design and employee engagement, and advise executive leadership on strategic people matters.

Serve as strategic HR leader for a high-volume manufacturing plant, partnering with leadership on workforce planning, talent management, employee relations, organizational development, compliance, HR operations, and safety culture. Drive data-informed decisions, lead complex investigations, support labor strategy and staffing for hourly and salaried roles, and deploy enterprise HR programs to improve engagement, capability, and operational performance.

Lead complex employee relations and workplace investigations end-to-end; advise managers on performance, corrective action, and terminations; analyze HR metrics and build dashboards; use data to identify risks and measure HR program effectiveness; support workforce planning, succession, and talent initiatives while partnering with TA, Compensation, Benefits, and HR COEs.

Serve as strategic HR advisor for assigned locations, overseeing recruitment, onboarding, benefits, performance management, employee relations, training, HRIS administration, compliance, and culture/engagement initiatives while partnering with leadership on talent strategy.

The Sr. People Experience Partner manages HR strategies, enhances employee experience, oversees employee relations, and provides business consultation, while leading direct reports.