Top Senior HR Jobs

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.

Strategic HR Business Partner supporting ~100 professionals and five executives in corporate operations and engineering. Drive HR strategy, organizational design, change management, talent and leadership development, and data-driven HR initiatives. Advise leaders, manage stakeholder relationships, and implement HR systems to improve workforce engagement and operational efficiency.

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.

Partner with business leaders to align HR strategies to business goals. Provide coaching on performance, talent acquisition, succession planning, employee relations, investigations, compensation, learning and inclusion. Support organizational development, analyze HR metrics, and collaborate with HR teams to deliver consistent HR services and improve the employee experience. Role is fully onsite in NW Houston, TX.

The HR Coordinator will manage HR processes, support onboarding and compliance, maintain employee records, and partner with leaders to ensure HR alignment globally.

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 Fieldpiece HR as an executive, driving talent development, organizational design, workforce planning, total rewards, global HR operations, compliance, and site leadership. Build and mentor a small HR team, implement L&D and succession programs, oversee compensation and benefits, and scale HR practices across North America, Europe, and Australia while fostering a high-performance culture.

Serve as a strategic HR advisor to leaders and managers, delivering HR programs across performance management, employee relations, compensation, investigations, manager coaching, and HR analytics to drive engagement, compliance, and business objectives. Requires in-office collaboration.

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.

The Sr. Human Resources Manager leads HR functions, partners with leaders to enhance employee engagement, and develops HR initiatives for a diverse workforce in a manufacturing environment.

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.

Lead People & Culture operations: support benefits administration, employee relations, recruitment, retention and grievance handling. Manage P&C budget, labor and salary reports, maintain employee records, administer salary structures and health insurance, and support payroll processes and HR systems.

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.

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.

Lead and optimize U.S. HR Operations including HR systems, payroll, benefits, compliance, employee records, performance management, workforce planning, and HR analytics to support scalable growth and a positive employee experience.

The Senior HR Generalist manages HR activities at a manufacturing facility, overseeing employee relations, compliance, recruitment, and talent management while fostering a positive workplace culture.

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.

Serve as the UKG Ready SME and operational backbone for People Operations: configure and maintain modules, ensure data integrity, build reports, document SOPs, support integrations and compliance, and train stakeholders to scale HR processes across multiple locations.

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.

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.

Provide first-tier HR consultation to managers and employees across workforce planning, global mobility, succession, talent acquisition and retention. Manage HR programs and projects (change management, global mobility, M&A, policy/compliance), configure HR systems/tools, oversee third-party vendors, and exercise autonomous decision-making for assigned solutions and teams.