Top HR Jobs

Analyze compensation programs, benchmark pay against market data, support compensation cycles, test Workday processes, manage benchmarking tools and vendor relationships, and recommend enterprise compensation strategies. The role also involves automation, process improvement, cross-functional analysis, budget reporting, and evaluating compensation data products.

The HR Business Partner Manager is responsible for driving HR initiatives, performance management, coaching managers, and collaborating with various HR teams to meet business needs.

Partners with Financial Services leaders to develop and execute people strategy, workforce planning, talent management, organizational design, performance management, leadership development, and change initiatives. Advises managers and associates on HR matters, coaches leaders, manages stakeholders, and collaborates with HR partner teams on processes, reporting, inclusion, diversity, and organizational effectiveness.

Lead technology talent acquisition strategy and a team of senior recruiters and executive sourcers. Advise engineering and executive stakeholders, translate business priorities into scalable recruiting strategies, oversee end-to-end candidate experiences, build sourcing programs for senior technology talent, and use talent analytics and reporting to forecast demand, assess pipeline health, mitigate risks, and improve recruiting delivery.

Uses organizational science, behavioral insights, measurement design, experimentation, and advanced analytics to improve the associate experience and talent strategies. Consults with HR stakeholders, designs people programs and validation strategies, analyzes outcomes, develops statistical models, and translates findings into clear recommendations. Collaborates cross-functionally with analysts, data scientists, and people leaders across talent management, performance, leadership, and diversity initiatives.

The Sr Manager of Risk Management is responsible for implementing the HR Risk Management Framework, ensuring compliance, managing audits, and driving process improvements in HR operations.

Partner with business and HR leaders to define and execute enterprise learning strategy. Lead design, delivery, and measurement of learning programs, manage multiple initiatives and budgets, drive stakeholder alignment, leverage data and AI insights, and facilitate workshops to improve workforce readiness across matrixed organizations.

Lead global FLSA role classification and wage & hour compliance efforts: run role assessments, map duties to exemption criteria, partner with Legal and HR, lead governance and reporting, improve processes, train stakeholders, and manage cross-functional projects to mitigate wage & hour risk.

Lead compensation strategy and consulting for client groups: advise HRBPs and leaders, perform benchmarking and pay analysis, run mid- and year-end compensation cycles, develop proposals and presentations, coach junior team members, collaborate on offers with recruiters, and lead cross-functional compensation projects and initiatives.

Manage and grow Capital One's assessments and team effectiveness portfolio. Partner with learning consultants and third-party vendors to design, deliver, and maintain assessment offerings. Lead vendor strategy, stakeholder consultations, data analysis of participation/feedback, and align learning to business priorities. Drive operational excellence for assessment delivery and support team development initiatives.