Top Senior HR Jobs

Lead and develop an HR team of 5+, oversee HR programs and strategy, ensure compliance with employment law, manage talent acquisition, compensation, benefits, workforce and succession planning, provide organizational effectiveness and change-management leadership, support international staff management, and travel up to 25%.

Strategic HR Business Partner for sales/commercial teams driving talent strategies to support revenue growth. Coach leaders on org design and performance, manage sales incentive compensation programs, partner on talent acquisition and development, analyze workforce data, ensure compliance, and maintain Workday HRIS data integrity to improve retention and commercial outcomes.

Partner with division leaders to align people strategies to project objectives for a multi-disciplinary, project-driven workforce. Lead workforce planning, talent management, employee relations, performance management, compliance (including prevailing wage/certified payroll), compensation guidance, and culture/engagement. Serve as a trusted advisor on organizational design, change initiatives, and risk with periodic travel to project sites.

Serve as the organization's lead for leave and accommodation programs (FMLA, ADA, PWFA). Manage full lifecycle of leave requests, lead ADA interactive process, evaluate medical documentation, coordinate accommodations, maintain confidential records, advise and coach managers on performance management and investigations, ensure employment law compliance, partner with legal and third-party administrators, and develop manager training and reporting on leave trends.

Oversee day-to-day HR operations for the firm's California offices. Partner with CHRO, office leadership, and HR centers to set regional HR priorities. Support full talent lifecycle, employee relations, compliance with local employment laws, wellness and engagement programming, policy adoption, and special HR projects.

Lead HR service delivery for a regional hub, manage employee lifecycle processes, support employee relations and reward activities, mentor junior HR staff, ensure policy compliance, use HR data to inform decisions, and support culture and talent programmes.

Lead HR workstreams for multi-site manufacturing expansion, developing workforce ramp-up plans, headcount forecasts, talent acquisition strategies, onboarding, change management, training readiness, and HR analytics. Coordinate cross-functional stakeholders, monitor hiring metrics, and ensure workforce readiness for major plant startups and production scale-up.

Lead HR strategy and workplace culture for a 1,800-resident continuing care community, overseeing employee relations, engagement, workforce planning, performance management, succession and talent development, leadership coaching, and HR team management to attract, retain, and develop a diverse workforce.

Lead HR strategy and operations including succession planning, talent management, compensation, recruitment, compliance with Head Start and employment laws, training and development, staff coaching, and HR policy development. Oversee HR staff, coordinate background checks, and ensure agency-wide regulatory compliance.

Lead strategic HR operations for a faith-based nonprofit senior living organization. Oversee talent acquisition, employee relations, compensation and benefits, training, compliance, workplace safety, performance management, HR systems, and culture-building while collaborating with executive leadership to align HR with mission and operational goals.

Lead HR operations and service delivery for corporate operations as a strategic partner to senior leaders. Oversee employee relations, compliance, job architecture, organizational design, HR processes, metrics, and HR records. Support franchise advisory materials, drive HR improvements, and lead special HR projects while ensuring legal compliance and strong leader engagement.

Lead and direct HR functions including recruiting, hiring, benefits administration, performance management, investigations, compliance, HRIS management, and talent strategy. Partner with leadership on retention, succession planning, and development while maintaining employment law compliance and HR metrics.

Serve as the HR business partner for the Advisory practice, providing strategic and day-to-day HR support across employee relations, performance management, talent development, HRIS administration, compliance, and leadership coaching. Lead and develop HR staff, advise leaders on workforce planning and organizational effectiveness, manage complex investigations, and support annual HR processes to drive engagement and ensure legal compliance with emphasis on California employment law.

Provide strategic leadership for Compensation, Labor Relations, and Employee & Organizational Development. Advise university stakeholders on HR best practices, policy interpretation, compliance, and program design. Oversee staffing, budgets, performance management, process improvement, reporting, and program accountability. Represent HR externally, develop long-range goals and policies, and supervise personnel to ensure effective service delivery across HR Services.

Conduct HR compliance audits and ensure internal controls to manage legal and regulatory risk. Oversee Paycom/HRIS reporting, ACA and payroll reporting, respond to audits/surveys, pull and analyze HR metrics, support HRIS setup, prepare audit reports, and maintain confidentiality and compliance documentation.

The HR Business Partner drives HR strategy, supports talent management, and ensures compliance in HR practices for field operations.

The Human Resources Business Partner will provide HR support to field operations, facilitate leadership development, and ensure HR compliance while managing talent acquisition and retention efforts.

The HR Director will oversee human resources management, including talent acquisition, employee relations, performance management, and compliance with laws and regulations, while aligning HR strategies with organizational goals.

Provide hands-on HR support across multiple regional sites as primary HR contact. Lead employee relations, investigations, onboarding, workforce planning, compliance, manager coaching, HR metrics analysis, and partner with corporate HR centers to implement programs and change initiatives.

The Human Resources Manager oversees HR operations, manages hiring and onboarding, and collaborates with the team on employee relations and compliance.

The Senior Human Resources Generalist provides operational support to HR services, partnering with management to enhance employee lifecycle processes and support clients' HR needs across various engagements.

Serve as strategic HR advisor for a manufacturing facility, supporting employee relations, performance management, workforce planning, talent acquisition support, compliance, training, HR data analysis, investigations, and organizational effectiveness. Coach leaders, manage offboarding, and drive initiatives to improve engagement, retention, and business results.

Lead HR operations at a manufacturing facility: advise managers, manage labor relations (union), handle staffing/onboarding, drive employee relations and engagement programs, ensure compliance, and support HR initiatives across shifts.

Lead HR Generalist responsible for global HR initiatives, regional talent development, performance management, and employee relations within the Americas, ensuring compliance and supporting high-performance teams.

Oversee HR for multiple manufacturing sites: support local HRBPs and site leaders on employee and labor relations, training, leadership development, talent review and succession, recruiting partnership, and compliance with employment laws.