Top Senior HR Jobs

Provides strategic leadership for all HR functions, including employee relations, compliance, compensation, benefits, talent acquisition, workforce planning, performance management, organizational development, and HRIS administration. Advises executive leadership, oversees HR staff and budgets, manages employment-law compliance and healthcare-related personnel requirements, presents workforce metrics, and leads initiatives supporting retention, engagement, operational efficiency, and organizational culture.

Leads HR business partnerships across client-facing and corporate functions, advising leaders on workforce planning, retention, performance, organizational design, and employee relations risk. Manages HR business partners, workplace investigations, and the employee service center. Uses people data to guide decisions, develops managers and successors, and oversees workforce needs across a distributed, multi-state hourly workforce.

Leads HR business partnerships across client-facing and corporate functions; advises leaders on workforce planning, retention, performance, organizational design, and employee relations. Manages HR business partners, workplace investigations, and the employee service center. Oversees workforce risk, investigations, separations, manager development, people analytics, and team succession across a distributed, multi-state hourly workforce.

Owns HRIS configuration, data integrity, process redesign, automation, reporting, systems integrations, HR technology evaluation, and user adoption. The role improves hiring, onboarding, status-change, and separation workflows; builds dashboards and self-service tools; manages data flows with payroll and related systems; and trains HR teams and supervisors. Requires five years of HR operations or HRIS experience and is office-based in Austin or New York with sporadic travel.

Leads HR business partnerships, workplace investigations, and employee services across client-facing and corporate functions. Advises leaders on workforce planning, retention, performance, organizational design, and employee relations risk. Manages HR teams, develops managers, governs investigations and separations, and uses people data to guide business decisions. The role supports a distributed, predominantly hourly workforce and requires significant travel across offices, client sites, and business locations.

Partners with employees and leaders on employee relations, performance management, workforce analytics, organizational effectiveness, leadership development, and HR policies. Handles investigations, transfers, promotions, exit interviews, retention initiatives, change efforts, HR documentation, confidential records, and Workday transactions. Collaborates with recruiting, training, compensation, and benefits teams to improve HR programs and support business objectives.

Manages employee relations activities, including performance management, corrective actions, conflict resolution, investigations, leave administration, reasonable accommodations, and manager coaching. Maintains compliance with employment laws, policies, mandatory training, and HR best practices. Supports HR programs involving disciplinary matters, disputes, performance, morale, recognition, training, and quality assurance while handling sensitive employee inquiries confidentially.

The Senior Human Resources Partner supports employee relations, labor relations, compliance, recruitment, onboarding, training, organizational development, compensation, benefits, and HR operations. The role advises leaders and employees, supports investigations and collective bargaining activities, coordinates engagement initiatives, maintains confidential records, and travels regularly among Washington locations.

Supports G&A and engineering leaders as an HR advisor, coach, and partner. Responsibilities include employee relations, workplace investigations, employment-law compliance, performance management, talent reviews, organizational design, workforce planning, compensation support, and manager development. The role partners with HR Operations, Legal, Compensation, and Centers of Excellence to scale effective people practices and address talent, retention, and engagement needs.

Manage global HRIS and Americas HR operations, serving as the Workday subject matter expert. Oversee configuration, security, integrations, reporting, employee lifecycle transactions, data integrity, compliance, process improvements, and HRIS projects. Lead and mentor the HR operations team, support payroll and benefits processes, develop procedures and training, resolve escalated issues, and collaborate with HR leaders and employees.

The Senior HR Manager leads employee relations investigations, performance management, policy compliance, recruitment, onboarding, employee experience, HR systems, learning and development, and workplace safety initiatives. The role provides guidance to managers and employees, administers Paycom and JIRA HR systems, supports union-related matters, maintains compliance with federal, California, and San Francisco employment laws, and serves as a trusted partner to HR leadership across a diverse arts organization.

Partners with employees, managers, and executives on employee relations, performance management, organizational design, workforce planning, leadership development, compensation, career architecture, and talent initiatives. Builds scalable HR processes for a high-growth organization, analyzes workforce data, advises on organizational change, and handles sensitive employee matters with confidentiality and sound judgment.

Leads plant HR operations and a team of HR professionals. Advises managers on employee relations, performance, corrective action, reorganizations, development, and employment compliance. Conducts complex investigations, supports recruiting, training, cultural change, workers’ compensation coordination, and continuous improvement of HR processes. Partners with plant leadership and shared services while spending significant time in production areas.

Manage the employee lifecycle, performance management, employee relations, HR reporting, workforce analytics, manager coaching, policy administration, organizational changes, and HR initiatives. Partner with leaders and employees to improve engagement, retention, accountability, and compliance while delivering actionable workforce insights and supporting day-to-day HR operations.

The HR Business Partner develops and implements HR strategies, supports organizational performance, coaches managers, resolves employee relations issues, conducts investigations, administers compliant policies, and provides HR analytics. The role requires strong project management, communication, change management, leadership coaching, conflict resolution, and consulting skills while supporting a fast-paced, high-performing workforce.

Serve as a strategic HR advisor to Microsoft AI leaders, guiding organizational growth, change, workforce planning, talent strategy, leadership effectiveness, and employee experience. Assess organizational health, design workforce structures and operating models, identify talent risks, and collaborate with Recruiting, HR Business Partners, and Centers of Excellence. Lead a team, coach senior leaders, and deliver people solutions supporting business agility and scale.

Leads all human resources functions, including recruitment, employee development and engagement, retention, employee relations investigations, performance management, compensation, benefits, compliance, budgeting, and strategic workforce planning. Partners with organizational leadership to support business objectives, maintain employment-law compliance, allocate resources effectively, and foster accountability and service excellence. Requires a bachelor’s degree, substantial HR experience, strong communication skills, a valid driver’s license, golf cart training, and successful background and drug screening.

Serves as a strategic HR advisor to business leaders, supporting workforce planning, employee relations, performance management, talent development, organizational change, engagement, compliance, and HR programs. The role manages complex employee issues, guides leaders through performance processes, analyzes HR metrics, supports hiring and workforce planning, maintains HRIS data, and collaborates on compensation, audits, litigation, and policy improvements. Travel to designated sites may comprise up to 20%.

Leads all human resources functions, including recruitment, employee development, engagement, retention, employee relations, performance management, compensation, benefits, and employment-law compliance. Partners with organizational leadership, manages the HR budget, drives strategic workforce initiatives, and promotes accountability and continuous improvement. The role also requires proficiency with Microsoft Office, strong communication and interpersonal skills, a valid driver license, golf cart training, and successful completion of drug testing and a criminal history check.

Partners with business leaders and HR Centers of Excellence to develop talent strategies, workforce and succession plans, organizational design, change management, employee engagement, and leadership development. Provides senior leader coaching, uses people analytics to identify trends and risks, advises on HR policies, and supports strategic business objectives through trusted partnerships and data-driven recommendations.

Leads all human resources functions, including recruitment, workforce development, employee engagement, retention, associate relations, performance management, compensation, benefits, compliance, budgeting, and HR initiatives. Partners with organizational leadership to align workforce strategy with business objectives, ensure employment-law compliance, allocate resources effectively, and foster accountability and continuous improvement.

Serves as the on-site HR partner for three manufacturing locations, managing employee relations, investigations, recruiting, onboarding, leave administration, employment-law compliance, HRIS records, benefits initiatives, training, and retention analysis. Coaches supervisors, supports employees across shifts, and travels regularly between Wisconsin, Minnesota, and Michigan sites.

Serve as a strategic HR advisor to Growth leaders, aligning talent strategies with business objectives. Responsibilities include workforce planning, talent management, succession planning, employee relations, organizational change, cultural integration, compensation, retention, performance management, onboarding, and leadership coaching. The role requires influencing leaders, mentoring HRBPs, supporting geographically distributed teams, and driving HR programs in a fast-paced, high-growth environment.

Partners with Space portfolio leaders to align business priorities, program needs, and people strategies. Handles complex employee relations matters, coaches managers and employees, conducts investigations, develops retention and engagement initiatives, and collaborates with HR centers of excellence. Supports geographically dispersed and OCONUS teams, safeguards confidential information, applies employment law knowledge, and drives HR process improvements and automation.

Leads all human resources functions, including recruitment, employee development, engagement, retention, associate relations, performance management, compensation, benefits, compliance, budgeting, and strategic workforce planning. Partners with organizational leadership to support culture, business objectives, and continuous improvement while ensuring compliance with employment laws and regulations.