Top Senior HR Jobs

Support and improve HR systems and data integrity (PeopleSoft/Oracle Cloud). Liaise with IT and HR BPs to gather requirements, develop test scripts, lead UAT, deliver projects, build management dashboards and visualizations (PowerBI), troubleshoot system issues, ensure data quality and privacy, and manage stakeholder communications to drive global standardization and continuous improvement.

Lead HR as senior business partner across multiple locations, driving talent acquisition, workforce and succession planning, leadership development, employee and labor relations, performance and compensation processes, change initiatives, and mentoring the HR team to achieve business results in a manufacturing/unionized environment.

As a Senior HR Business Partner, you will provide strategic HR guidance, support leaders, and drive talent solutions in a high-growth environment.

Partner with site leadership to deploy global HR processes, lead integration of an acquired medical device company, manage employee and labor relations, drive talent strategy, compensation, succession planning, workforce planning, and employee engagement. Coach leaders, analyze workforce data, ensure legal compliance, develop direct reports, and support organizational change.

Serve as strategic HR partner to business leaders: align HR strategies with business goals, coach managers, manage employee relations, lead workforce planning, succession, D&I, change management, analyze HR metrics, and support onboarding/offboarding and HR projects to improve organizational performance and engagement.

Operational HR leader for multiple manufacturing sites driving employee relations, labor relations, compliance, recruitment/onboarding, engagement programs, HRIS data integrity (Workday), investigations, and coaching site leadership to support workforce needs and high-performance culture.

Lead strategy and operations for employee benefits across health, retirement, leave, and voluntary programs. Oversee a 15-person team, vendor management, compliance (ERISA/ACA/HIPAA/COBRA), budgeting, analytics, communications, and governance. Serve as senior advisor, drive benefit design and implementation, and ensure high-quality service delivery and workforce engagement.

Lead all HR activities for a multi-plant manufacturing complex with a unionized workforce. Own labor and employee relations, collective bargaining participation, workforce planning, talent development, compliance, and employee engagement. Coach site leaders, manage a small HR team, and maintain hands-on presence on the production floor to drive culture, safety, and operational results.

Serve as the on-site HR lead for assigned sites, executing HR policies and strategic initiatives, advising managers on employee relations, compiling reports, ensuring compliance, and traveling to business sites up to 50%.

Senior individual-contributor HRBP partnering with senior engineering, operations, and functional leaders at a semiconductor fab. Shape workforce strategy, org design, talent identification, performance cycles, employee relations, and data-driven workforce planning. Coach leaders, mentor HRBPs, manage complex investigations and change, build dashboards from Workday data, and apply AI tools to accelerate HR analysis and decision-making across a 24/7 manufacturing site.

Provide strategic and hands-on HR leadership for a multi-site manufacturing business unit. Partner with leadership on workforce planning, talent acquisition, employee relations, compliance, leadership development, HR operations, and build a local HR team while supporting corporate HR alignment.

Serve as primary HR partner for a ~400-employee portfolio, advising leaders on employee relations, investigations, performance management, compliance, training, unemployment/EEOC claims, and HR projects to strengthen culture and organizational performance.

Serve as a trusted HR advisor across multiple business units: conduct workplace investigations, administer FMLA/ADA and leave programs, support HR operations and performance management, maintain HRIS records (Paycom), produce HR reports/analytics, and drive HR projects and process improvements to support employees and leaders.

Lead HR functions for multiple hotels including recruitment, onboarding, employee relations, performance management, HRIS administration, compliance, benefits, training, and people analytics. Partner with hotel leaders to implement HR strategy, improve retention and engagement, coach managers, conduct investigations, and ensure consistent HR operations and reporting.

As an HR Business Partner, you'll align HR strategies with business goals, manage talent acquisition, drive employee engagement, and consult with senior leaders.

Lead HR programs for multiple plant sites including talent acquisition support, employee relations, compliance, performance management, learning and development, workforce planning, and HR data analysis to support leadership and foster a positive workplace culture.

Serve as HR business partner for a ~600-employee facility, leading workforce planning, talent acquisition, performance management, employee relations, compliance, and organizational change. Drive HR programs (succession, leadership development, investigations), advise leaders, implement policies, and support employee lifecycle services while promoting engagement and operational excellence.

Serve as HR business partner to operations for a ~600-employee facility. Lead workforce planning, talent acquisition, performance management, employee relations investigations, compliance, change management, succession planning, HR program rollout, and support HR lifecycle services (FMLA, 401k, LOA, ESOP). Coach leaders, analyze workforce metrics, and drive initiatives to improve retention, engagement, and operational effectiveness.

Administer employee benefits programs (medical, dental, vision, retirement, disability), manage enrollments and vendor relationships, ensure compliance (ACA, FMLA, HIPAA, COBRA, ERISA), support employees with benefits questions, coordinate open enrollment, maintain benefits data and reporting, and assist with program design and audits.

Senior individual-contributor HR leader partnering with the CDIO to lead people strategy for Data/Technology/AI. Owns talent strategy, org design, workforce planning, change leadership, leadership development, succession planning, and AI-enabled HR analytics to scale technical capability and improve organizational effectiveness across the enterprise.

Lead HR strategy and team, own talent acquisition, training, leadership development, employee relations, performance management, succession planning, compensation structure, policy compliance, HR metrics and employee experience. Partner with Finance, counsel, and executive leadership; handle complex investigations and present HR matters to the Board. Fully onsite role requiring background, TB clearance, and immunizations.

Owner of people operations infrastructure including payroll, compensation, policies, compliance, HR systems, reporting, and employee lifecycle. Partners with Finance, Legal, vendors, and business leaders to ensure accurate, compliant, and employee-friendly programs, process improvements, audits, and employee support.

Senior HR leader responsible for developing and executing human capital strategy across multi-property hospitality operations. Oversees talent acquisition, employee relations, compensation and benefits, compliance, HRIS, organizational development, workforce planning, leadership development, and HR integration for growth, acquisitions, and new properties.

Lead HR and EHS strategy across multiple sites, drive talent acquisition, retention, DEI, employee relations, compensation, organizational development, HR operations and EHS compliance. Partner with senior leadership to set KPIs, succession plans, and implement people and safety programs to support business goals.

Serve as strategic HR business partner to corporate leaders, translating business goals into talent strategies. Lead workforce planning, HR analytics, talent development, employee relations, compliance, and enterprise HR programs. Coach leaders, manage initiatives, and support labor strategy while executing HR operations and reporting to the Corporate HR Director.