Top Senior HR Jobs

Partner with VP HR to develop and execute people strategy for the IPA organization. Advise leaders on organizational design, workforce planning, talent management, succession planning, change management, leadership development, employee relations, recruitment, and compensation to drive performance and retention.

Own the full HR function for a rapidly growing manufacturing startup, including payroll, benefits, compliance, HR systems, employee relations, policies, recruiting, and vendor management. Lead evaluation and transitions of PEO, benefits, and retirement providers; build scalable talent, performance, and compensation programs; and serve as a trusted employee resource. The role may begin part-time and develop into leading a broader People function and team.

Support full-spectrum HR activities with emphasis on compensation analysis, employee relations, performance management, onboarding, and HR program execution across global, multi-site operations. Provide data-driven insights, coordinate HR programs, handle investigations and documentation, and partner with managers to align compensation with performance and ensure compliance with employment laws.

Manage full-cycle recruitment for a contact center and run daily HR generalist functions including payroll, benefits, leave, policy administration, onboarding/offboarding, HRIS (UKG) data integrity and I-9/E-Verify compliance, benefits administration, team member relations, event coordination, and training facilitation to support engagement and retention.

The Executive Director of HR focuses on organizational effectiveness by partnering with HR Business Partners, supporting change management, and designing development programs while ensuring a positive work environment and influencing key HR initiatives.

Directs HR Client Services operations, advising management on staffing, compensation, benefits, compliance, employee relations, investigations, workforce planning, training, and performance metrics to support university objectives.

The Vice President HR/EHS aligns HR and EHS strategies with business goals, focusing on culture, talent acquisition, employee engagement, and regulatory compliance in safety.

Serve as HR partner advising CVMBS leaders on complex employee relations and performance management. Provide consultation, training, data-driven analysis, and policy administration across ~2,200 employees. Partner with university HR and other offices to improve systems, drive change, and support inclusive, high-performance workforce initiatives. In-person role.

The HR Manager oversees shipboard HR processes, ensuring compliance and employee relations management while supporting departmental needs and maintaining a positive work environment.

Conscious Talent seeks experienced people leaders to shape HR strategies, build inclusive cultures, and support organizational growth, integrating personal development values in their work.

Lead initiatives on HR Technology, manage Workday functionality upgrades, design integrations, conduct data validation, and support consolidation efforts.

Lead plant HR functions including hiring, onboarding, payroll, compliance (FLSA, FMLA, HIPAA, EEOC, ADA), employee relations, investigations, performance management, policy development, and supervising the HR team.

The HR Business Partner collaborates with management to improve employee focus and productivity, aligning HR strategies with company goals and overseeing HR functions.

The HRBP/Generalist will support M&A integration, deliver HR solutions, manage HR operations in Paylocity, and act as a trusted advisor.

Analyze and manage compensation programs, conduct market analysis, ensure compliance with regulations, and partner with HR to enhance total rewards programs.

The Sr. HR Business Partner at SpaceX will partner with employees and managers on HR policies, handle inquiries, facilitate promotions, and shape HR programs.

The Staff HR Business Partner will develop and implement people strategies for the Data as a Service organization, manage HR challenges during growth, and coach leadership. Responsibilities include adapting HR programs, advising on organizational design, and fostering team cohesion in a complex delivery environment.

Partner with plant and shared-services leaders to design and implement HR programs across multi-site (union and non-union) locations. Lead organizational design, talent management, change management, employee and labor relations, compliance (employment law, OSHA, workers' comp), HR analytics, and development of HR professionals. Act as a change agent, conduct investigations, coach leaders, and drive people strategies aligned to business objectives.

The Director of HR Operations & Total Rewards leads HR services, managing operations across compensation, benefits, payroll, and employee relations, while ensuring high data accuracy and compliance.

Manage plant HR functions including wage and salary and benefits administration, staffing, training, employee and labor relations, AAP/EEO compliance, payroll and unemployment claim oversight, grievance handling in union settings, and partnering to drive EH&S culture.

The People Services Partner manages HR operations, leads service center functions, oversees onboarding/offboarding processes, and ensures compliance and audit readiness, while optimizing HR technology and analyzing operational trends.

Provide HR operational and administrative support across the employee lifecycle including onboarding/offboarding, benefits administration, employee relations, leave management, recruiting for professional staff, HRIS data maintenance (Workday), compliance, reporting, and continuous process improvement while partnering with managers and Talent Services leadership.

Partner with Commercial, Customer, and Corporate Operations leaders to scale HR programs, improve performance management, design organizations, support employee relations and compliance, drive talent development, use people data for insights, and collaborate with Talent Acquisition to support hiring and workforce planning.

Own and improve Workday and HR operations systems end-to-end: diagnose recurring issues, redesign processes, implement configuration, automations, and reporting, run service delivery, partner cross-functionally, and build durable, scalable HR technology and operations solutions.

Serve as the strategic HR partner to regional operations leaders, driving organizational effectiveness, workforce planning, talent development, change management, employment law compliance, and complex employee relations. Lead investigations, analyze workforce and engagement data, implement enterprise HR initiatives, and standardize HR practices across multiple regions to mitigate risk and improve business outcomes.