Top Senior HR Jobs

Full-time, open-rank non-tenure teaching faculty role in Human Resources Management delivering graduate courses, curriculum development, student mentoring, faculty oversight, industry engagement, and scholarly activity. Position requires on-campus presence in Boston, evening/weekend availability, and occasional travel to global campuses.

Manage HR support staff and advise managers on employee relations, compensation, benefits, performance management, investigations, and HR policy compliance. Lead work environment assessments, drive continuous improvement, support restructuring and succession planning, maintain HR data in ERP, generate analytics, and complete special projects to support talent retention and organizational objectives.

Lead and develop a team of HR Business Partners; serve as strategic HR advisor to executives and leaders; partner on hiring, performance, succession, organizational design, change management, employee relations, and HR data-driven strategy while ensuring compliance and collaboration with HR Centers of Excellence.

Provide day-to-day onsite and offsite HR support for multiple small-to-medium clients, covering benefits & compensation, talent management, employee relations, compliance, and HR strategy. Must have 10+ years' HR experience in privately held small businesses or nonprofits, travel weekly to client offices in the DC/Baltimore area, and be tech-savvy with payroll and benefits platforms.

Provide high-level HR strategy and tactical support to multiple clients, including compliance, checklists, job descriptions, and handbooks. Lead HR strategy conversations, work with senior leaders, manage multiple accounts, and support full employee lifecycle activities.

Provide end-to-end HR support for Brazil and LATAM: advise clients on local labor laws, manage vendors, handle lifecycle events, ensure compliance, optimize processes, and adopt AI tools to improve regional HR operations.

Serve as a strategic HR partner to senior leaders, delivering employee relations, talent management, performance management, compliance, HR metrics, and organizational development. Drive change initiatives, conduct investigations, support recruitment and succession planning, and use HR data to inform strategy and improve engagement.

Senior HR Generalist responsible for administering HR disciplines including staffing, employee relations, compensation, benefits, training, and performance management. Resolves complex employee relations issues, advises management on policies, designs human capital solutions, recruits and orients employees, analyzes workforce and compensation data, facilitates learning and development, mentors junior staff, and maintains confidential employee records and reports to support business objectives.

Lead HR strategy and programs for Duininck Golf, advising senior leadership and supporting field teams. Oversee talent acquisition, onboarding/offboarding, employee relations, compliance, safety coordination, workforce planning, leadership development, and culture/engagement initiatives across office and construction sites.

Lead HR business partnership for a portfolio of hotels, advising leaders on employee relations, performance management, compliance, workforce planning, talent development, and change management. Conduct investigations, coach leaders, support shared services interactions, monitor HR metrics, and drive engagement, retention, and consistent HR practices across multi-site operations.

Serve as a strategic HR Business Partner advising leaders on talent strategy, employee engagement, performance management, workforce planning, succession, compliance, and organizational effectiveness. Partner with HR Centers of Excellence, lead HRBP team coaching, manage transfers and processes, support multi-shift operations, conduct investigations and accommodations, and drive initiatives to attract, retain, and develop a diverse workforce.

Lead HR strategy and operations including legal compliance, talent acquisition, compensation, benefits, training, HRIS oversight, staff development, and executive advising. Manage HR department budget, policies, and reporting while promoting organizational culture and employee engagement.

Senior HR leader responsible for enterprise HR strategy, labor and employee relations, total rewards, talent management, HR operations, compliance, HRIS oversight, and advising executive leadership to drive organizational effectiveness and culture.

Partner with site leadership to drive people strategy, organizational design, succession planning, talent acquisition, engagement (measured via Glint), HR administration (payroll, rewards, mobility), and site-level change initiatives while tracking HR metrics and aligning local efforts with global HR.

Manage day-to-day HR functions including compensation and benefits, recruitment, employee relations, onboarding, training, policy development, performance management, compliance, records, credentialing, EHS program support, and special HR projects.

Strategic HR partner for multi-state field operations supporting workforce planning, employee relations, investigations, leaves/accommodations, workers' comp, bilingual communications, manager coaching, hiring support, policy development, and HR compliance. Operates independently across field and corporate teams to align people strategy with business objectives.

Serve as strategic HR partner to Engineering, Product, and Design leaders: drive org design, workforce and headcount planning, performance management, coaching, employee relations, change management, and build HRBP playbooks and operating model to scale a hypergrowth SaaS company.

The Vice President of Human Resources leads strategic HR initiatives, overseeing workforce planning, employee relations, organizational culture, and compliance to ensure operational effectiveness.

Designs and administers HR policies across multiple functional areas; advises management on complex employee/labor relations and performance issues; analyzes HR data and recommends solutions; leads HR programs including succession, recruiting, talent development, and performance management; partners with senior business leaders to align HR solutions; develops policies, quality improvement, and diversity initiatives; educates leaders and staff on HR policies and compliance.

Senior executive leading all HR functions for a ~900-employee commercial P&C insurer. Develops and executes people strategy, talent acquisition, compensation, employee relations, L&D, succession, performance management, HR operations, payroll, and compliance. Partners with CEO and leadership to support culture and growth.

Lead and operate an HR Shared Service Center focused on social insurance, housing fund, onboarding/offboarding, transfers, billing, and policy consultation. Drive process standardization, data analysis for decision support, HR system development and digital transformation. Build and manage an HR service team and collaborate with external institutions for visas and international assignments to improve delivery quality and employee satisfaction.

Manage full HR function including recruiting, onboarding, training, performance reviews, employee relations, compliance with employment laws and ISO processes, investigations, terminations, and HR strategy with leadership.

Serve as a strategic HR advisor to senior leaders, driving workforce planning, talent management, employee relations, organizational design, change management, and HR compliance. Lead talent reviews, succession planning, investigations, and HR analytics to inform decisions and improve organizational effectiveness and culture.

Manage daily HR activities including workforce planning, training, associate relations, and ensuring compliance with legal requirements. Provide guidance to management and associates on HR policies and best practices.

Act as the primary HR Business Partner for Area Directors and General Managers, translating business priorities into people strategies. Lead talent lifecycle activities, coach leaders, manage complex employee relations and union matters, drive organizational effectiveness, enable change, and use workforce data to inform HR solutions and compliance.