Top HR Jobs

The Staff HR Business Partner will develop and implement people strategies for the Data as a Service organization, manage HR challenges during growth, and coach leadership. Responsibilities include adapting HR programs, advising on organizational design, and fostering team cohesion in a complex delivery environment.

Partner with plant and shared-services leaders to design and implement HR programs across multi-site (union and non-union) locations. Lead organizational design, talent management, change management, employee and labor relations, compliance (employment law, OSHA, workers' comp), HR analytics, and development of HR professionals. Act as a change agent, conduct investigations, coach leaders, and drive people strategies aligned to business objectives.

Serve as an HR generalist/business partner supporting a business unit: advise on employee relations, implement HR programs (compensation, benefits, leave, performance, training), maintain HRIS and records, ensure compliance with laws and CBA provisions, coordinate HR operations and events, analyze workforce data, support payroll/vendor coordination, and travel to company locations as needed.

The Lead HR People Partner supports managers with HR programs, advises on employee relations issues, conducts investigations, and coaches leaders on performance management and culture-building practices.

Lead site HR functions for a new warehouse: manage HR team, onboarding, benefits, payroll accuracy, employee relations and investigations, compliance, training, engagement, OSHA logs, and HRIS records to drive culture and retention.

The HR Specialist will manage employee records, oversee recruitment, ensure compliance, monitor performance, and coordinate communication regarding HR matters and payroll operations.

Lead onsite HR activities for a retail store including hiring, onboarding, training tracking, HRIS/payroll processing, performance support, confidentiality, compliance, administrative tasks, invoices in Coupa, supplies, and travel coordination.

The HR Partner will support multiple client groups by shaping HR strategies, conducting talent assessments, and coaching leadership to enhance employee experience and business performance.

Strategic HR business partner overseeing three sites. Drives talent management, succession planning, retention, workforce planning, compensation consistency, union relations, investigations, compliance, payroll/benefits support, and leads an HR team to improve business performance.

Partner with frontline hourly operations across MD, VA, and NC to lead employee and industrial relations, ensure labor and wage-hour compliance, support onboarding and retention, coach managers, analyze turnover data, implement workforce planning, deliver manager training, and assist compensation and organizational development initiatives.

The Talent Acquisition Senior Associate manages full-cycle recruitment for experienced hires, builds talent pipelines, conducts market research, and partners with hiring managers to align talent strategies with business needs.

The HRIS Specialist Intern will support the HR team by utilizing the UltiPro system for data management, process development, and communication with partners and vendors.

Coordinate HR and office operations, managing recruitment, onboarding, compliance, payroll data entry, and office management tasks. Support employee benefits and ensure smooth operations in office services.

The Director of HR Consulting and Strategy partners with management to address HR-related issues, providing coaching, analyzing trends, managing associate relations, ensuring compliance, and guiding HR policies. They oversee training and develop strategies to improve workforce planning and organizational effectiveness.

The Principal HR Business Partner will collaborate with Go-To-Market leaders, designing people strategies, supporting organizational design, and enhancing team performance across various functions in the Americas.

The Director of HR Operations & Total Rewards leads HR services, managing operations across compensation, benefits, payroll, and employee relations, while ensuring high data accuracy and compliance.

Manage plant HR functions including wage and salary and benefits administration, staffing, training, employee and labor relations, AAP/EEO compliance, payroll and unemployment claim oversight, grievance handling in union settings, and partnering to drive EH&S culture.

The People Services Partner manages HR operations, leads service center functions, oversees onboarding/offboarding processes, and ensures compliance and audit readiness, while optimizing HR technology and analyzing operational trends.

Own and operate HR systems and processes—HRIS configuration, integrations, data governance, reporting, and root-cause problem solving. Lead implementations, design cross-functional workflows with Payroll/IT/Finance, run audits, vendor relationships, change management, and apply automation/AI to reduce manual HR work.

Serve as a strategic HR business partner to senior leaders, aligning HR strategies with business goals. Advise on workforce planning, talent management, succession, performance management, employee engagement, and organizational development. Use HR metrics, coach managers, resolve employee issues, and drive change to improve retention and effectiveness.

Lead People strategy as an executive partner to scale corporate and clinical teams from ~80 to 200+ providers. Build clinician career architectures, oversee talent lifecycle (TA, onboarding, performance, rewards), implement people analytics and HR systems, drive culture, inclusion, retention, and organizational design during high-growth expansion.

Partner with managers and employees to handle employee relations, performance management, workforce analytics, promotions/transfers, HR policy implementation, and HR transactions while ensuring confidentiality and legal compliance.

The Senior HR Business Partner will engage in employee lifecycle management, data analysis, talent strategy, and collaboration with technical and non-technical teams.

Provide HR operational and administrative support across the employee lifecycle including onboarding/offboarding, benefits administration, employee relations, leave management, recruiting for professional staff, HRIS data maintenance (Workday), compliance, reporting, and continuous process improvement while partnering with managers and Talent Services leadership.

Partner with Commercial, Customer, and Corporate Operations leaders to scale HR programs, improve performance management, design organizations, support employee relations and compliance, drive talent development, use people data for insights, and collaborate with Talent Acquisition to support hiring and workforce planning.