Top Senior HR Jobs

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.

Perform advanced HR administrative functions supporting faculty employment and academic staffing. Coordinate and process Workday/HRIS actions, develop and audit staffing processes and faculty records, investigate payroll/staffing issues, prepare reports and communications, advise managers on compliance and staffing, and assist with policy/procedure development and training.

Lead the full HR function for a ~200-person, PE-backed company: recruit sales and engineering talent, build hiring infrastructure, run performance and compensation programs, implement HR systems and AI-driven automation, shape office culture, oversee HR operations/compliance, and develop the HR team while presenting strategy to executives and board.

Provide strategic HR advisory and frontline manager coaching, resolve complex employee relations issues, align talent strategies with business goals, improve HR processes and tools, partner with COEs and HR shared services, and support local compliance and organizational effectiveness.

Lead and advise university administrators on HR matters including employee relations, investigations, recruitment, talent management, training, succession planning, HRIS/ERP data maintenance, reporting, compliance, and organizational development to improve engagement, retention, and operational effectiveness.

Serve as the primary HR business partner for Carolinas offices, managing employee relations and investigations, advising leadership on personnel and performance decisions, supporting recruiting/onboarding, administering evaluations and compensation reviews, developing HR policies, ensuring federal and state compliance, and leading employee engagement initiatives while collaborating with the broader HR team.

Serve as HR Business Partner for multi-site service center operations, leading employee relations, investigations, safety culture (Zero Harm), workforce planning, engagement, compliance, and HR program execution. Coach leaders, support talent lifecycle, manage high-risk ER cases, and partner with legal and HR centers of excellence to drive consistent people practices across distributed frontline teams.

Partner with manufacturing leaders to execute HR strategies that support engagement, retention, performance management, workforce planning, change management, and organizational effectiveness. Advise on employee relations, analyze workforce data, work with HR Centers of Excellence on talent/compensation/recruiting, resolve escalations, and implement process improvements aligned with global HR best practices.

Manage full-cycle recruitment, employee records, background checks, benefits/open enrollment, HR compliance, NYS certification guidance, HR analytics, wellness and engagement initiatives, and support the Chief Talent Officer with HR operations across multiple school locations.

Partner with manufacturing and business leaders to execute HR strategies that drive engagement, retention, workforce planning, and organizational effectiveness. Advise on employee relations, performance management, change management, and talent programs; analyze workforce data; collaborate with HR Centers of Excellence; and implement process improvements aligned with global HR best practices.

Serve as the primary HR business partner for the Aurora campus, aligning HR strategy with site priorities. Provide operational HR support, workforce planning, employee relations, performance management, organizational design, change management, and talent initiatives. Partner with COEs to execute HR programs, use data to identify trends and recommend solutions, drive annual processes and large initiatives, improve HR processes, and support onboarding and compliance for a multi-functional manufacturing and corporate site.

Senior HR Generalist for manufacturing operations responsible for HR program implementation, employee relations, recruiting and onboarding, payroll and HRIS data entry (ADP), benefits administration, workers' compensation and leave coordination, and ensuring compliance with federal/state laws and OFCCP/AAP requirements.

Lead HR, payroll, compliance, and employee relations for HQ and seasonal staff. Manage a small HR team, oversee payroll operations and final approval, ensure multi-jurisdictional and California compliance, conduct complex investigations, manage ADP relationship, design scalable HR/payroll processes, administer total rewards and performance management, and deliver HR reporting and audits to support leadership and organizational growth.

Lead HR for manufacturing plants: ensure compliance with employment laws, support and guide plant HR staff, investigate complaints, manage recruitment and performance systems, conduct FLSA/HR audits and HRIS audits, report HR metrics, support projects and budgeting, assess training, and spend at least 30% of time on the production floor. Role is 100% onsite with up to 20% travel.

Lead HR for a multi-site manufacturing organization: align talent and culture to business strategy, drive leadership development, employee experience, labor relations, and workforce analytics/AI-enabled HR programs to improve engagement, retention, and performance.

Lead all HR functions for a growing motorcycle manufacturer: build scalable people processes, recruit and onboard talent, advise managers on employee relations, design policies, ensure legal compliance, support compensation and payroll, run performance management, and develop training programs.

Partner with leadership to drive full-cycle recruitment, workforce planning, employee engagement, performance management, benefits administration, HR policy and compliance, training, and employee/labor relations to support organizational goals.

Serve as a customer-focused HR Analyst delivering high-volume hire-to-retire transactional support and Workday/HRIS data administration. Manage SLAs via case management, analyze and improve People Services processes, ensure data protection compliance, meet KPIs, collaborate with onshore teams, and drive continuous process improvements using CORE principles.

Serve as strategic HR partner to senior managers in finance and legal, advising on talent, performance, compensation, workforce planning, and organizational design. Lead execution of human capital plans, drive engagement and change initiatives, partner with HR Centers of Excellence and internal teams, provide data-driven HR insights, ensure regulatory and control compliance, and support transformation workstreams.

Serve as HR point of contact for Southern California sites and US remote employees. Partner with leaders on employee relations, onboarding, performance management, retention, engagement, leadership development, and day-to-day HR operations. Support ISO 9001 quality-management audits and execute tactical local HR responsibilities to align people strategy with business needs.

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

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.