Top HR Jobs

Manage full-cycle recruitment from job descriptions through offers, including sourcing, screening, interviewing, scheduling, and offer management. Maintain ATS requisitions and compliant hiring processes, assist benefits administration, maintain employee records, support onboarding and training documentation, and partner with hiring managers across departments.

Lead the HR function for a fast-growing, remote-first software company: manage and coach the HR team, drive talent acquisition and employer branding, build HR tech and data-driven processes, design compensation and benefits, enforce multi-state and global HR policy, and run performance, engagement, and development programs while supporting hands-on operational tasks.

Coordinates recruiting and onboarding activities, including interview scheduling, reference and background checks, drug screenings, employment verifications, orientation support, HR program administration, compliance audits, and workforce reporting.

Lead global HR strategy and operations for a multi-site manufacturing company. Drive talent acquisition, total rewards, employee relations, performance management, compliance, change management, and HR process standardization. Serve as senior advisor to leadership, support multi-region workforce planning, and enable scalable HR systems and development programs to support company growth.

Supports day-to-day HR operations across multiple warehouse and distribution sites, including full-cycle recruitment, onboarding, employee relations, investigations, compliance, training, engagement programs, HR reporting, and process improvement. Serves as a hands-on HR partner to site leaders and hourly employees, maintains records in Paylocity, and supports safety compliance. Requires travel of up to 40%, including overnight stays.

The HR Business Partner and Supervisor oversees HR services including payroll, benefits, employee relations, and compliance, while driving improvements and supporting employees.

Provide end-to-end HR support across employee relations, payroll/benefits, HRIS (Paycom) administration, leave and compliance (FMLA/ADA), investigations, reporting, recruiting/onboarding, and process improvement while partnering with HR leadership.

Own day-to-day HR operations, including multi-state payroll, benefits, leave, compliance, HRIS administration, onboarding, offboarding, workers’ compensation, retirement plans, employee records, audits, and process improvement. Serve as a trusted resource for employees and managers, resolve issues independently, maintain accurate documentation, and partner with People leadership to build scalable HR processes.

Serve as a strategic HR business partner for Process Technology's Integrated Supply Chain, leading workforce planning, org design, talent management, employee engagement, change management, and HR analytics to drive organizational effectiveness and business outcomes. Coach leaders, support strategic hiring, manage performance and employee relations, and provide data-driven recommendations to senior leadership.

Manage payroll processing, employee onboarding, records, benefits, leave administration, compliance documentation, and day-to-day HR support. Review timecards, wages, commissions, deductions, and payroll changes; resolve discrepancies; maintain confidential records; support employment-law compliance, unemployment claims, insurance administration, and COBRA notifications. Automotive dealership experience is strongly preferred.

Leads strategic and operational HR across a growing, multi-state nonprofit. Oversees people strategy, policies, employment-law compliance, employee relations, performance management, leadership development, compensation, HR systems, analytics, recruiting operations, and employee experience. Partners with senior leaders and legal counsel, coaches managers, supports organizational growth, and builds scalable, equitable, and inclusive workplace practices.

Manage end-to-end employee onboarding and HR transactions, serve as primary contact for new hires, complete I-9/E-Verify, maintain HRIS records, coordinate orientation and cross-functional readiness, produce onboarding reports, support audits and continuous improvement, and protect confidential employee information.

Manage full-cycle employment activities, recruiting, onboarding, employee relations, benefits administration, compliance records, unemployment hearings, and temporary agency relationships. Serve as a primary HR contact for employees and managers, investigate complaints, maintain personnel and I-9 files, prepare HR reports, and support multiple plant locations. The role requires strong communication, conflict resolution, organizational, and crisis-management skills in a fast-paced manufacturing environment.

Serve as a strategic HR partner to senior leaders, translating business strategy into talent solutions. Lead talent management, succession planning, organizational design, change management, performance and compensation planning, leader coaching, employee engagement, and HR compliance while partnering with COEs to deploy programs and drive organizational capability.

Serves as a strategic HR advisor to senior Global Technology Solutions leaders. Develops people strategies, succession plans, leadership development, workforce planning, organizational effectiveness initiatives, change programs, and inclusion strategies. Uses colleague insights, data, and analytics to measure outcomes, improve HR processes through Workday, and support governance and compliance. Partners with HR centers of excellence and enterprise teams while influencing executives and driving talent, transformation, and employee experience priorities.

Lead and manage new-hire onboarding from post-offer to start date: administer background/drug/TB checks, prepare onboarding documents, schedule orientation, maintain HRIS and payroll entries, audit employee files, ensure credentialing compliance, coordinate stipends and payroll corrections, track assets, and support HR partners.

Provides day-to-day HR support to teammates and people leaders, including policy interpretation, performance coaching, corrective action, employee relations, documentation, HR program execution, and HRIS support. Partners with HR Business Partners on organizational priorities and escalated matters, maintains confidentiality, responds to internal inquiries, ensures consistent process execution, and identifies opportunities to improve the teammate experience and HR processes.

Lead all people operations for the church, partnering with pastors and ministry leaders. Manage full-cycle recruiting, onboarding, employee relations, compliance (FLSA, I-9, ADA, FMLA), training, performance reviews, offboarding, HRIS records, and reporting. Maintain strict confidentiality, foster mission-aligned culture, and coordinate with Payroll/Benefits, Finance, and Legal.

Provides hands-on HR support for an onsite employee population, partnering with leaders and corporate HR teams on staffing, recruitment, employee relations, onboarding, performance management, leave and accommodation cases, compliance, payroll coordination, investigations, engagement, retention, communications, and offboarding. The role serves as the local HR contact, coaches managers, monitors workforce metrics, and ensures consistent application of policies and employment laws.

Provides administrative and operational HR support for resort associates and leaders. Coordinates recruitment, onboarding, personnel records, employee relations initiatives, benefits and payroll support, compliance documentation, reporting, and HR office operations. Serves as a resource for associate questions, maintains confidentiality, supports engagement programs, and assists with employment-related processes including status changes, claims, verifications, and separations.

Coordinates recruiting, onboarding, offboarding, employee records, HR administration, compliance tracking, leave administration, reporting, training, performance management, and engagement initiatives. Serves as a first point of contact for HR questions while supporting the HR Business Partner and maintaining confidential information. The role is fully remote and requires strong organization, communication, analytical, and time-management skills.

Serve as a strategic HR Business Partner for Cranial & Spinal Technologies, advising leaders on workforce planning, organization design, change management, talent acquisition, employee relations, inclusion, and HR analytics to drive business performance. Collaborate with HR Centers of Excellence to implement talent, development, succession, and engagement programs across Quality, Clinical, Regulatory, Medical Affairs, Legal, and U.S. Commercial functions.

Coordinate HR projects and programs from planning through execution; support the CHRO and HR leadership with schedules, agendas, reporting, and communications; manage onboarding/offboarding tasks, swag/inventory, office administration, and employee engagement events; produce data-driven reports and dashboards using HR tools and BI; monitor HR inbox/ticketing SLAs; ensure compliance with employment laws and collaborate with legal/compliance teams.

Provide end-to-end HR administrative support including recruitment and Workday-assisted candidate processing, onboarding, employee relations, HRIS recordkeeping, LMS training coordination, payroll and benefits support, and participation in HR projects to promote employee engagement and regulatory compliance.

Partners with leaders on workforce planning, talent strategy, succession planning, change management, and talent development. Manages full-cycle recruitment, candidate experience, hiring metrics, pre-employment checks, and onboarding handoffs. Administers the HRIS recruitment module and Predictive Index assessments, interpreting results for hiring managers. Supports internal communications, employee engagement, and ad hoc HR projects.