Top Senior HR Jobs

The Senior Human Resource Generalist provides HR support in staffing, employee relations, training, and organizational development while designing programs that foster a positive workplace culture.

Designs, builds, and manages learning, talent, and organizational development programs. Leads competency assessments, engagement surveys, LMS administration, employer branding, internal communications, employee recognition, and AI-driven HR initiatives. Produces data-driven analyses and executive-ready recommendations to close capability gaps and improve employee experience.

Provide strategic, systems-level HR leadership to design and execute people strategy, strengthen HR operations, lead compensation, ensure legal compliance, build and develop HR staff, partner with senior leaders, drive change management, use people data for decisions, and support ministry fund development and travel as required.

Provide HR administrative and operational support including payroll processing, employee records maintenance, benefits administration, HRIS and intranet updates, onboarding and training coordination, wellness and DEI initiatives, recruiting event support, and general front-desk/phone duties while handling confidential information.

Serve as a regional HR advisor supporting GA/FL/NC clinics, partnering with leadership on employee relations, talent management, analytics, change management, transitions, and HR program implementation. Coach managers, lead HR initiatives, ensure compliance, support acquisitions/transitions, and travel to sites to drive engagement and operational HR outcomes.

Lead HR integrations for acquisitions and transformations, managing project plans, timelines, risks, and cross-functional stakeholders. Coordinate HRIS, payroll, benefits, talent management, policies, change management, and communications to align acquired organizations with company standards while ensuring compliance and minimizing disruption.

Senior HR Generalist responsible for policy and compliance, employee and labor relations, full-cycle recruitment, onboarding, benefits administration, HRIS and payroll coordination, performance management, training, analytics, and workforce planning while supporting managers and employees across business functions.

Lead HR functions including labor and employee relations, compensation and benefits, HRIS management, talent acquisition, training and organizational development. Provide strategic HR leadership, ensure compliance with federal/state regulations and collective bargaining agreements, drive employee engagement and performance management, and oversee HR analytics and reporting.

Manage full-spectrum HR functions including recruiting, onboarding, benefits administration, leave and workers' compensation management, employee relations and investigations, policy compliance, training and organizational development, HRIS reporting, performance management, OSHA coordination, and HR communications. Serve as HR point of contact and support department initiatives and process improvements.

Provide advanced HR business partner support: consult on performance management, compensation, employee relations, organization design, policy interpretation, training, talent acquisition, succession planning, and HR metrics. Resolve complex employee issues, coach managers, support organizational change, participate in hiring decisions, and may supervise 1–2 direct reports.

Serve as the onsite HR business partner for the South San Francisco site, advising leaders on performance management, employee relations, compensation, recruitment, engagement and retention. Lead local HR strategy alignment, support large-scale HR initiatives and platforms, drive self-service adoption, coach managers, and participate in regional HR projects to improve people processes and outcomes.

The HR Business Partner and Supervisor oversees HR services including payroll, benefits, employee relations, and compliance, while driving improvements and supporting employees.

Provide onsite HR support for a medium facility, advising employees on policies, benefits, payroll audits, onboarding, terminations, and performance review processes. Train junior HR coordinators, generate reports, support open enrollment, and assist HRBP with employee relations, compensation, and labor matters.

The Corporate HR Manager partners with leaders to develop talent strategies, drive engagement, and ensure compliance while managing critical HR initiatives.

Lead HR due diligence and integration for acquisitions: set integration goals, timelines, and budgets; manage cross-functional teams, change management, data and system integration, and relocation policy and vendor negotiations.

Lead the establishment of HR practices including hiring, onboarding, compliance, and culture at an early-stage AI healthcare company.

Manage HR strategy initiatives, oversee talent development logistics, assess future workforce needs with technology, and facilitate executive presentations.

The HR Business Partner will coach managers, advise on organizational decisions, design compensation structures, and build evaluation processes to support employee growth and performance.

The Vice President, HRBP will strategize and deliver people strategies, partner with executives, and lead workforce transformations leveraging AI and data-driven insights.

The HR Business Partner will drive people performance, leadership development, and employee relations across corporate restaurants, partnering closely with operations leadership to enhance hiring, onboarding, engagement, and compliance practices.

The HR Business Partner supports client groups in HR operations, employee relations, workforce planning, and develops HR processes to meet business goals.

The HR Business Partner drives HR initiatives, provides managerial and employee support, oversees staffing and training, and manages HR processes to align with business goals.

Lead Workday governance, roadmap, and end-to-end delivery of HR system enhancements. Combine project management and business analysis to elicit requirements, design Workday solutions, manage risks, coordinate testing and deployment, and drive stakeholder alignment and adoption across HR, IT, and business partners.

Lead a 4-person HR team to manage HR operations, employee relations, union contract negotiations, performance management, payroll/benefits, recruitment, onboarding/offboarding, compliance, and DEIA initiatives. Serve as trusted advisor to leadership and Board, oversee HR policies and investigations, manage HR budget and vendors, and support the museum's Health and Safety Plan.

Administer payroll via Paycom, manage employee benefits and vendor relationships, ensure HR policy compliance and regulatory reporting, conduct onboarding and new-hire/benefits orientation, maintain employee records, develop HR/payroll procedures, assist accounting, and support benefits audits and compliance activities.