Top Senior HR Jobs

Serve as primary HR partner for assigned business units, advising leaders on employee relations, performance management, talent development, compliance, and engagement. Conduct investigations, recommend corrective actions, support HR programs and workforce planning, analyze HR metrics, and drive culture and change initiatives while ensuring consistent application of policies and employment law.

Serve as the liaison between HR and IT to analyze, design, develop, and maintain HRIS/Workday solutions, translate complex business needs into system requirements, support integrations and uptime, lead functional recruiting technology projects, collaborate on design and testing, and provide user support. Role requires hybrid work, occasional weekend availability, and CST/EST hours.

Serve as a strategic HR partner to executives and managers, lead organizational design and workforce planning, manage complex employee relations, execute core People programs (merit cycles, performance reviews, engagement surveys), maintain Workday data and reporting, drive change initiatives, and champion inclusive culture and employee engagement.

Manage day-to-day HR functions including recruiting, onboarding, benefits administration, employee relations, compliance with employment laws, performance management, recordkeeping, investigations, and participation in engagement and safety initiatives.

Serve as a strategic and tactical HR advisor to academic/administrative units: manage employee relations, performance management, workforce planning, recruitment/onboarding/offboarding, training, and continuous improvement while partnering with HR functions and mentoring HR generalists.

The Sr. HR Generalist will drive talent acquisition, manage employee relations, lead HR projects, and ensure compliance with HR laws.

Serve as HR business partner for a manufacturing plant: lead recruitment, onboarding, employee relations, compliance, training, compensation, investigations, HR policy administration, HRIS reporting (UKG), and process improvements to support leaders and employee engagement.

Lead HR functions at a manufacturing facility including talent acquisition, employee relations, investigations, HR metrics reporting, compliance (EEO/FMLA/ADA/etc.), engagement initiatives, policy development, and coaching managers. Serve as strategic HR business partner and support onboarding, retention, and performance management.

Lead HR activities for a multi-shift manufacturing site including talent acquisition, employee relations, coaching managers, manpower planning, investigations, compliance action plan oversight across multiple sites, and delivering HR standard work and training.

The Senior HR Business Partner serves as a strategic advisor to executives, shaping people strategies to enhance organizational effectiveness, culture, and employee experience while managing complex HR functions.

Provide HR services and employee/manager support for the Waynesboro facility, including employee relations, investigations, corrective action, change management, HR program delivery, continuous improvement, and ensuring compliance with policies and labor laws.

Manage end-to-end onboarding/offboarding, deliver companywide training and materials, serve as employee point of contact for benefits and payroll, generate HR metric reports, and analyze workforce trends (turnover, recruitment, performance) to inform decisions.

Lead the HR function for a Somerset, KY manufacturing facility, overseeing employee relations, recruiting, onboarding, training, performance management, compensation, safety/Workers' Comp, ISO HR procedures, and HR metrics. Advise plant leadership, foster a non-union participative culture, and develop succession and development programs.

Lead and manage HR strategy, compliance, workforce planning, labor relations, benefits, safety, training, and HR operations. Partner with executives on talent, succession, and organizational development while overseeing HR staff, policies, audits, and metrics to drive engagement and legal/regulatory compliance.

Lead HR, compliance, payroll, benefits, and talent acquisition functions; supervise HR and recruiting teams; ensure federal, state, and local employment law compliance; manage immigration and federal contractor compliance; oversee HRIS, payroll, and onboarding; develop HR policies, workforce plans, and metrics; partner with cross-functional leaders and present reports to executive management.

Serve as the divisional HR business partner for Food and Household, supporting talent acquisition, onboarding, performance and employee relations, HRIS administration (Workday/AS400), leave and benefits coordination, HR metrics, internships, and plant HR backup across multiple functions. Provide hands-on employee and labor relations support and liaise with corporate HR.

Lead plant HR operations as a strategic partner: ensure compliance with laws and company policies, manage employee relations, performance management, recruiting/onboarding, training, HRIS administration, leave and benefits coordination, succession planning, and participate in EHS/quality teams. Provide hands-on support across shifts and maintain employee records.

Manage full-cycle talent acquisition, employer branding, onboarding, HRIS data integrity, compliance reporting, employee relations, learning and development, and act as backup for payroll/benefits administration.

Partner with market center leaders to deliver people strategies, manage union labor relations and collective bargaining, lead talent and workforce planning, advise on org design and change, drive HR program implementation, and ensure compliance with labor laws and collective bargaining agreements across multiple locations.

Serve as strategic HR partner for the Energy Division: align HR initiatives with business goals, ensure compliance, lead and mentor HR Generalists, support talent acquisition, succession planning, performance management, and use HR data to inform decisions. Provide escalation support for complex employee relations and drive development programs to improve retention and leadership readiness.

Lead HR for a service center: manage employee relations, progressive discipline, onboarding, recruitment, benefits questions, FMLA/disability coordination, training, and advise management. Partner with Corporate HR on benefits, leave, and compensation implementation to maximize employee engagement and ensure consistent policy application.

Lead HR and safety for the Summerville facility as a strategic partner to leadership. Oversee employee relations, wage/hour administration, benefits, EEO, policy, compliance with employment laws, and site safety programs aligned with HACCP, GMPs, Work Instructions, and SQF requirements.

The Senior Director of HR will lead HR functions for the Clutches & Brakes Division, focusing on talent management, workforce planning, and leadership development while contributing to strategic HR initiatives.

Lead and execute HR functions for a manufacturing site including performance management, benefits administration, compliance, training, talent acquisition, compensation support, records management, and HR policy implementation. Partner with leadership to improve manager and associate performance, manage HR projects and reporting, and support organizational development and succession planning.

The HR Manager will oversee HR activities, leading talent development, recruitment, compliance, and employee relations. This role aims to enhance employee engagement while ensuring compliance with employment laws and regulations.