Top Senior HR Jobs

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.

Lead retirement plan compliance and administration, manage Workday benefits configuration and reporting, perform audits and data reconciliation, monitor regulations, produce analyses and training, support benefits communication and third-party relationships.

The HR Manager oversees HR strategies and programs, collaborates with leadership on employee relations, manages performance, and enhances crew welfare and engagement.

The Senior HR Business Partner aligns business objectives with employees and management, advises on recruitment, supports performance management, and develops HR strategies while ensuring compliance and fostering a high-performance culture.

Serve as HR Business Partner for a global administrative team (~90), designing standardized processes, hiring and training strategies, performance and career frameworks, and partnering on operational optimization, workforce planning, employee relations, and technology-enabled productivity improvements.

The HR Manager will develop HR strategies, manage talent, promote employee engagement, and ensure effective HR practices within Brunswick's business unit.

Serve as a senior HR business partner advising leaders on organizational and people strategies. Lead employee relations, performance management, workforce analytics, change management, and HR program implementation while ensuring compliance with employment and financial regulations. Build cross-functional partnerships to drive organizational effectiveness and deliver data-informed HR solutions.

The HR Business Partner will lead HR functions, collaborate with corporate leaders, manage talent strategies, and enhance performance processes.

Lead and deliver UK&I Inclusion, Diversity & Equality and wellbeing strategy across sites and head office. Design programmes, embed inclusive practices, run training, collect and analyse IDE/wellbeing data, partner with HRBPs and leaders, manage networks and communications, and ensure governance and policy alignment.