Top Senior HR Jobs

Provide HR leadership and operational support for a Green Bay manufacturing facility and off-site warehouse. Lead employee relations, labor relations for represented sites, recruitment, onboarding, HRIS data entry/audits (Workday), compliance with employment policies, training, recognition programs, and support managers on performance, attendance, and disciplinary matters.

Provide day-to-day HR operations and guidance across employee relations, performance management, recruiting support, compliance, onboarding/offboarding, leave and workers' compensation administration, HR reporting, and employee engagement. Coach managers, document cases, support HR projects and vendors, and ensure compliance with employment laws.

Serve as a strategic and hands-on HR partner supporting managers and employees through the employee lifecycle. Drive performance coaching, change management, employee relations, onboarding, talent development, compensation cycles, HRIS transactions, and compliance. Collaborate across global People Operations, legal, and business leaders to improve organizational effectiveness, workforce planning, and the employee experience while handling sensitive matters with discretion.

Manage HR operations including payroll administration, HRIS and personnel records, compliance reporting (EEO-1, Vets-100, NIB, AAP), compensation and job rating, recruitment and onboarding, training development, benefits/open enrollment support, and employee relations guidance to promote an inclusive workplace.

Lead and coordinate all HR functions across multiple plant locations including recruitment, payroll, benefits, compliance, LMS administration, employee relations, workforce planning, performance management, HR metrics reporting, and managing HR/payroll/L&D staff to support organizational goals and employee engagement.

Lead daily operations of the university Office of Human Resources, managing talent acquisition, payroll/benefits, employee relations, performance management, training, Workday HCM leadership, compliance, policy development, and budget administration while partnering across campus.

Serve as a strategic HR technology partner driving Workday configuration and process optimization across Talent Acquisition and HR domains. Evaluate enhancement requests, lead testing/UAT, document future-state processes with COEs, troubleshoot issues, and deliver sustainable, compliant solutions while influencing stakeholders and aligning roadmaps across global, matrixed teams.

Manage full-cycle HR responsibilities including onboarding, benefits administration, talent acquisition, employee relations, compliance with California labor law, recordkeeping, intern program oversight, culture and retention initiatives, and workspace changes.

Provide SAP HR expertise for full life-cycle implementations and global rollouts, including SAP Learning Solution (LSO) and integration with Workday. Support mini-master and SAP integration points, communicate with stakeholders, and apply 5+ years of module experience.

Lead the full people function as a standalone HR Director: partner with the President and leadership on strategy, own recruiting, onboarding, performance, employee relations, compensation, payroll, benefits, compliance, HR systems (Paylocity), and culture-building in a manufacturing environment.

Serve as a strategic HR partner to senior leaders across multi-site operations: lead workforce planning, performance management, employee relations, change management, leave/accommodation administration, talent development, and HR program implementation while ensuring legal compliance and improving employee experience.

Responsible for plant-level employee relations, recruiting, onboarding, compensation administration, union relations and grievance handling, compliance with employment laws, training delivery, workforce planning, and partnering with management to improve talent and succession at the Franklin Park manufacturing site.

Supervise HR Associates while delivering hands-on HR services across hire-to-retire lifecycle for multiple clients. Ensure quality reviews, compliance assessments, HRIS administration, process documentation, employee relations support, and mentor junior staff. Track deliverables, support proposals, and assist escalation to managers for complex issues. Travel up to 25%.

Lead HR functions including labor and employee relations, compensation and benefits, HRIS management, talent acquisition, training and organizational development. Provide strategic HR leadership, ensure compliance with federal/state regulations and collective bargaining agreements, drive employee engagement and performance management, and oversee HR analytics and reporting.

Provide strategic, systems-level HR leadership to design and execute people strategy, strengthen HR operations, lead compensation, ensure legal compliance, build and develop HR staff, partner with senior leaders, drive change management, use people data for decisions, and support ministry fund development and travel as required.

Administer payroll via Paycom, manage employee benefits and vendor relationships, ensure HR policy compliance and regulatory reporting, conduct onboarding and new-hire/benefits orientation, maintain employee records, develop HR/payroll procedures, assist accounting, and support benefits audits and compliance activities.

The HR Business Partner will lead HR functions, collaborate with corporate leaders, manage talent strategies, and enhance performance processes.

The HR Business Partner provides employee relations support, acts as a generalist, and frequently travels to prison locations to manage HR matters.

Lead the establishment of HR practices including hiring, onboarding, compliance, and culture at an early-stage AI healthcare company.

The Vice President, HRBP will strategize and deliver people strategies, partner with executives, and lead workforce transformations leveraging AI and data-driven insights.

The HR Business Partner will drive people performance, leadership development, and employee relations across corporate restaurants, partnering closely with operations leadership to enhance hiring, onboarding, engagement, and compliance practices.

The Human Resources Manager will manage HR staff and implement HR activities and policies, focusing on staffing, training, benefits, and employee relations. They will also oversee budgeting, compliance, and contribute to organizational development.

The Corporate HR Manager partners with leaders to develop talent strategies, drive engagement, and ensure compliance while managing critical HR initiatives.

The HR Business Systems Analyst analyzes business needs and develops solutions within Workday, collaborating with HR, Payroll, and IT teams to enhance efficiency.

Act as a strategic HR advisor for a business unit: develop and implement tailored talent strategies, advise on employee and labor relations, lead performance management, workforce and succession planning, onboarding, compensation guidance, and data-driven talent decisions. Partner with HR centers of expertise, communicate policies, mitigate risk, and promote USC culture and inclusion.