Top Senior HR Jobs

Develops global talent and workforce plans for supply chain and sustainability organizations. Advises VP and executive leaders on organization design, succession, M&A, workforce planning, leadership development, and complex workforce challenges. Leads HRBPs and consultants, coaches HR professionals across regions, directs talent initiatives, and aligns HR delivery across business leaders, Centers of Excellence, and Shared Services. The hybrid role is based in Wilmington, Delaware, with 15–25% domestic and international travel.

Partners with operational leaders to provide strategic HR guidance on performance management, organizational design, employee engagement, talent planning, change management, employee relations, and HR policies. Coaches leaders, manages workplace concerns and risk, uses workforce data to identify trends, improves organizational effectiveness, and supports HR initiatives through technology, automation, and AI-enabled solutions.

Partner with Sedalia manufacturing leadership to develop and execute HR strategy, talent management, organizational design, employee relations, training, performance management, and HR process improvements. Lead HR projects, change management, and data-driven process standardization. Manage a small HR team (2 direct reports) and support business priorities as an onsite HR business partner.

Provides enterprise HR analytics by integrating, validating, and interpreting workforce data. Develops Power BI dashboards, metrics, reports, and executive presentations; identifies trends, risks, and root causes; and supports workforce decisions across compensation, benefits, recruiting, retention, learning, engagement, and labor costs. The role also establishes data governance, resolves quality issues, standardizes definitions, and partners with HRIS, IT, and HR leaders on reporting and predictive insights.

Supports hospital operating teams with employee relations, compliance, labor relations, investigations, grievances, disciplinary actions, layoffs, terminations, succession planning, talent reviews, manager coaching, and HR policy guidance. Handles complex complaints, harassment investigations, EEOC responses, unemployment hearings, collective bargaining agreement administration, and corrective action plans while partnering with leadership to maintain a high-performing workforce.

Leads global compensation and benefits programs, including merit, bonus, pay transparency, career frameworks, pay ranges, benefits harmonization, vendor management, analytics, consulting, and M&A integration. Partners with regional HR teams, executives, vendors, and HR technology professionals while managing multiple global projects, systems, reporting, communications, and confidential information.

Serve as a trusted employee relations advisor handling performance management, misconduct, absenteeism, and dispute resolution. Coach leaders, investigate complex issues, ensure policy and legal compliance, partner with stakeholders, and manage cases end-to-end with timely, well-documented, and fair outcomes that strengthen culture and accountability.

Serves as a strategic HR advisor to corporate leaders, aligning talent and workforce strategies with business objectives. Leads succession planning, performance management, organizational design, restructuring, employee relations, and engagement initiatives. Uses workforce data to identify trends, coaches leaders through people decisions and organizational change, and partners with HR teams on enterprise programs. The role requires strong knowledge of employment laws, analytical and communication skills, independent judgment, and HRIS experience.

Supports day-to-day HR management across multiple locations, including recruiting, onboarding, employee relations, investigations, policy administration, compliance, Workday administration, terminations, contingent workforce coordination, training, and performance management. The role partners with leaders and Talent Acquisition, supports workforce development and scalable HR processes, and helps maintain a values-based culture. Requires 40% domestic travel and is based in Columbus, Ohio.

Partners with business leaders to align workforce and talent strategies with organizational goals. Advises on organizational effectiveness, workforce planning, succession planning, talent development, employee engagement, retention, change management, and organizational design. Analyzes workforce trends and metrics, supports hiring and leadership development, identifies capability gaps, and ensures compliance with company policies and applicable regulations.

Supports HR strategy and programs across multiple Tennessee dealerships, partnering with regional directors, general managers, and HR centers of excellence. Responsibilities include employee relations, performance management, coaching, compensation, talent acquisition, workforce planning, succession planning, organizational development, retention, compliance, and policy implementation. The role provides day-to-day HR guidance, resolves employee and organizational issues, and helps execute initiatives that support business and talent objectives.

Provide Canadian-focused HR support for clients across the employee lifecycle: advise on compliance and benefits, manage payroll and vendor partners, handle onboarding/offboarding and terminations, maintain client and vendor records, lead compliance projects, drive AI/product adoption to streamline HR operations, and deliver strategic, customer-facing HR guidance.

Serves as a strategic HR partner to executives and managers, providing guidance on employee relations, performance management, workforce planning, organizational effectiveness, talent development, engagement, and change management. Coaches leaders, supports investigations and policy application, identifies workforce trends, and collaborates with HR partners on talent, learning, and people programs.

Serves as a strategic HR advisor to organizational leaders, aligning people strategies with business objectives. Responsibilities include workforce planning, talent acquisition, compensation, succession planning, employee relations, performance management, leadership development, organizational effectiveness, change management, compliance, and HR operations. The role uses workforce analytics, coaches leaders, supports organizational growth, and strengthens employee engagement and organizational culture.

Provides strategic and operational leadership for enterprise HR information systems, including governance, administration, data integrity, reporting, compliance, integrations, implementations, and continuous improvement. Partners with HR, IT, Payroll, Finance, vendors, and operational leaders to deliver scalable HR technology solutions. Leads HRIS projects, manages vendor relationships and system roadmaps, oversees support standards, and develops HRIS team members while improving workforce data, HR service delivery, and employee experience.

Partners with site leaders and associates to improve employee experience, advises on performance and employee relations, interprets policies, supports investigations and compliance requests, resolves complex HR cases, and drives HR process improvements and policy harmonization. The role also coaches people leaders, supports continuous improvement initiatives, and contributes to consistent HR service delivery across the Pensacola site.

Serves as the strategic HR partner for a geographically dispersed workforce of more than 1,300 hourly employees. Leads onboarding, employee relations, investigations, performance management, engagement, retention, compliance, workforce analytics, and organizational change. Coaches operational leaders, oversees an onboarding analyst, supports talent and succession planning, and drives HR compliance transformation across multiple states. Partners with Legal, Payroll, Recruiting, and other HR functions while ensuring consistent employment practices and workforce effectiveness.

Provides strategic and operational HR support to regional business units, including employee relations, performance management, compensation, organizational design, workforce planning, compliance, and talent initiatives. Leads HR integration for acquisitions, advises business leaders, conducts investigations, supports reorganizations and reductions in force, and partners with legal and regional HR teams. The role is hybrid in Lincolnshire, Illinois.

Lead global HR business partnering for R&D, Engineering, Product, Security, and Research organizations. Advise senior technical executives, align talent strategy with business goals, architect AI-native organizational structures, evolve career frameworks, manage succession and retention, guide complex change, and coordinate People Team centers of excellence. Lead a global HRBP team while applying people analytics and executive coaching to improve organizational health, leadership effectiveness, and workforce outcomes.

Leads HR client partnering for UQ Sport, advising senior leaders on workforce planning, organisational design, talent, employee relations, performance, and people strategy. Manages and develops HR professionals, oversees complex employee relations matters, mitigates workforce risks, and uses workforce analytics to inform executive decisions. The role partners with HR specialists and organisational leaders to deliver compliant, inclusive, high-performing teams across UQ’s St Lucia and Gatton campuses.

Provide HR administrative support including new-hire orientations, absence and payroll adjustments, employee file maintenance, drug/background screenings, policy/document editing, HRIS data entry (Paychex or Kronos), and general HR duties while serving as first point of contact for employee HR questions.

The Human Resources Manager partners with site and operations leadership to execute HR strategies, manage talent and employee relations, support organizational development and change, ensure employment compliance, and promote engagement and inclusion. The role also manages labor relations, collective bargaining agreements, grievances, and dispute resolution; analyzes workforce metrics; coaches leaders; and contributes to ESG initiatives. This is an on-site position with occasional multi-site travel.

Serves as an HR business partner, advising managers on performance, discipline, employee relations, recruiting, compliance, benefits, compensation, training, immigration, and workforce reporting. Manages full-cycle recruitment, HR systems support, terminations, E-Verify, AAP and EEO/Vets-100a filings, and employee communications. May supervise HR staff and support organizational events and outreach.

Provides strategic HR partnership to corporate and manufacturing client groups. Advises management on employee relations, investigations, compensation, workforce planning, performance management, succession planning, organizational development, employment law, and staffing decisions. Partners with recruiting, compensation, immigration, and line management teams while supporting training, change management, and HR process implementation. Requires extensive HR generalist and pharmaceutical or biotechnology manufacturing experience.

Coordinates general HR operations, including hiring, onboarding, employee records, I-9 and background-check compliance, leave and workers’ compensation paperwork, benefits and payroll inquiries, recruiting support, HR reporting, employee relations assistance, and termination documentation. Maintains confidential personnel files, supports retention initiatives, facilitates orientations and meetings, and ensures compliance with employment laws and organizational procedures.