Top Senior HR Jobs

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.

Lead all HR functions for Apex Building Company9s Waterproofing Division including benefits administration, policy and compliance, federal/state HR filings, payroll coordination, compensation and performance review administration, employee relations, training, HR operations, and multi-location HR support.

Lead HR operations, advise leadership, manage employee relations and investigations, administer benefits and leave programs, ensure compliance, maintain HR policies and records, support performance management and development, and mentor HR staff to strengthen culture and engagement.

The HR Manager will oversee core HR functions, develop HR strategies, manage recruitment, employee relations, performance management, and ensure compliance with labor laws.

Lead Employee Relations and serve as HR Business Partner for Legal and Signal Technologies. Conduct complex investigations, develop and implement compliant policies and HR processes, coach managers, support compensation, talent and performance programs, and present HR solutions to drive employee engagement and business results.

Serve as the primary HR strategist for Americas Sales and Marketing: align people strategy to revenue goals, partner with Finance/RevOps on territory and incentives, lead org design and re-orgs, manage pay/performance and quota alignment, drive L&D and TA collaboration, use HR metrics for insight, and coach managers on complex employee relations.

The Head of HR for Malaysia leads the HR function, shaping the people agenda aligned with business strategy, governance, and compliance. Responsibilities include HR leadership, governance, employee relations, risk oversight, and localization of global HR processes, while partnering with regional teams to drive people strategies.

Partner with senior and executive leaders to design and execute people strategies, drive workforce planning and organizational design, lead change management, oversee HR analytics and reporting, champion DEI, and facilitate enterprise HR processes to shape culture and the employee experience across the company.

Partner with senior and executive leaders to design and execute people strategies, drive workforce planning and organizational design, advise on employee relations and performance, lead change management, champion DEI, oversee HR analytics and enterprise HR processes, and model company values.

Manage full-cycle recruiting for roles from administrative to executive across finance, technology, and support. Source, screen, interview, place hires, onboard employees, manage recruiting platforms and agency relationships, run campus recruitment and internships, advise senior management on hiring strategy, and support HR special projects.

Act as the primary regional HR partner for multi-unit operations across the Mid-Atlantic, translating people strategy into scalable programs. Drive workforce planning, leadership development, employee relations, compliance, and data-informed interventions. Support field execution of HR initiatives, coach leaders, and lead change management while traveling extensively across the region.

Serve as a strategic HR partner to senior leaders across corporate functions, advising on organizational effectiveness, change management, workforce planning, talent reviews, succession, leadership development, employee relations and investigations, performance coaching, and people analytics. Drive integrated HR solutions with TA, Total Rewards, and L&D, ensure legal and policy compliance, mitigate people-related risks, and scale HR programs to support growth.

Lead HR data strategy, consolidate HR systems (Workday, One Model, SharePoint), build executive dashboards and predictive analytics, govern HR data quality, partner with vendors, enable self-service analytics, and support HR operations and strategic initiatives.

Lead strategy and operations for compensation, benefits, payroll, recognition, and compliance across a multi-state, fully remote nonprofit. Build pay architecture, manage benefits and ERISA/ACA/5500 compliance, oversee multi-state payroll, and lead a small Total Rewards team while partnering with executives, Finance, Legal, and Communications.

Manage day-to-day administration and continuous improvement of benefits, compensation, recognition, leave, and wellness programs; lead open enrollment and vendor relationships; support compensation cycles, pay band maintenance, benchmarking, and pay equity analyses; administer multi-state leaves and accommodations; provide payroll back-up in ADP Workforce Now; ensure compliance and cross-functional coordination to operationalize Total Rewards for a remote, union and non-union workforce.

Serve as a strategic HR partner to senior leaders, lead and coach an HR team, develop and implement HR strategies, advise on talent acquisition, performance and succession planning, drive employee engagement and inclusion, and analyze workforce metrics to inform decisions and continuous improvement.

Serve as a strategic HR partner to business leaders, advising on organizational design, talent strategy, performance management, employee relations, headcount management, succession planning, and change management to drive engagement and business results.

Lead HR for a distribution center, advise leadership on staffing, succession, performance, and compliance. Oversee hiring, onboarding, training, payroll/benefits administration, employee relations, investigations, and safety/workers' compensation initiatives. Analyze workforce data to improve efficiency, develop HR team members, partner on continuous improvement, and foster a positive, union-free work environment.

Serve as primary HR business partner for national teams, designing and executing HR strategies for compensation, performance, career development, engagement and employee relations. Investigate complaints, ensure compliance with employment laws, coach leaders, advise management, lead talent management and change initiatives, collaborate with Centers of Excellence, and support cross-entity HR projects. Minimal travel.

Lead regional HR programs and partner with leaders on employee relations, investigations, performance management, talent development, onboarding, and policy compliance. Advise on employment law, conduct investigations, implement retention strategies, and support succession planning while promoting inclusion and ensuring timely HR processes.

Partner with mid-to-senior leaders to translate business strategy into talent and organizational plans, drive succession planning, talent management, change initiatives, and recruit senior talent. Serve as trusted HR consultant, use HR metrics to influence decisions, and collaborate with HR Centers of Excellence. Hybrid role based in Clifton, NJ with occasional travel.

Partner with mid-to-senior business leaders to translate strategy into talent and organizational plans. Provide consultative HR support across workforce planning, organizational design, change management, succession, talent management, and engagement. Influence HR Centers of Excellence to ensure aligned services, drive performance and culture, and support senior recruiting and leadership development for the Lenexa Workforce Health & Screening Solutions lab.

Serve as a strategic HR business partner to Sales and Commercial leaders, driving organizational effectiveness, change management, employee relations, succession planning, compensation planning, DEI and engagement initiatives. Provide HR data insights, ensure legal compliance, implement best practices, and support exempt and non-exempt employees. Influence leaders to align HR strategies with business goals and support growth.

Lead and manage an HR Generalists team and serve as the People Partner for HR. Drive talent integration, retention, performance management, org design, compensation insight, inclusion and learning needs, employee relations mitigation, and cross-functional people programs. Use data to assess talent risks and influence leaders while delivering scalable people solutions and managing projects to support a fast-growing startup environment.