Top HR Jobs

Supports HR programs including HRIS, compensation, leave and benefits administration, talent recruitment, compliance, payroll-related processes, and reporting. Provides guidance on HR systems and processes, troubleshoots issues, maintains employee data confidentiality, supports HR leaders with workforce information, and assists with data and workflow management projects.

Supports daily HR operations, including HRIS data management, employee documentation, onboarding, offboarding, benefits enrollment, payroll questions, internal communications, performance management, recruiting events, and intern program administration. The role collaborates with HR, Talent Acquisition, IT, and field teams, provides employee support, maintains compliance processes, and travels to career fairs, job sites, union halls, and regional offices.

Serves as a strategic HR partner to business leaders, guiding organizational change, talent strategy, workforce planning, performance management, compensation cycles, recruiting, and employee relations. Leads and develops an HR Manager, designs and executes HR programs, coaches managers, conducts compliant investigations, and supports organizational growth through data-informed and scalable HR practices.

Supports daily HR operations, including employee onboarding, HRIS data integrity, personnel records, payroll processing, benefits administration, workplace safety compliance, employee inquiries, reporting, and engagement initiatives. Maintains accurate HR and payroll records, supports regulatory compliance and training, manages safety documentation, and serves as a reliable resource for employees and the HR team.

Provides administrative support to the Human Resources department and HR Director by maintaining personnel files, auditing records, scanning and filing documents, answering routine employee and applicant questions, supporting open enrollment, and assisting with onboarding and orientation.

Supports recurring HR operations across New York, Boston, and Miami offices. Responsibilities include Workday data audits and transactions, time and attendance reconciliation, new hire orientation logistics, personnel records maintenance, labor law compliance postings, I-9 verification, employee inquiry support, performance appraisal tracking, and recurring HR reporting. The role requires confidentiality, accuracy, strong organization, and effective coordination under supervision.

Directs the agency’s human resources function, including policy development, employment-law compliance, benefits, compensation, recruitment, employee relations, staff development, HR systems, and supervision of HR staff. Advises executives and managers on personnel matters, consults legal counsel, oversees performance management, and supports organizational committees and projects.

Leads implementation of legislative, policy, and process changes across the Pacific People Function. Coordinates regional change delivery, stakeholder engagement, communications, and training while managing employee relations cases and improving People Services processes. The role requires broad HR generalist expertise, Australian employment law knowledge, project management, prioritization, and the ability to influence stakeholders across teams.

Leads HR Business Partners and advises senior business executives on people strategy, organizational design, performance management, talent planning, leadership development, and employee experience. Uses workforce analytics to guide decisions, coaches leaders, strengthens manager capability, drives cultural consistency, and oversees complex cross-functional people initiatives in a high-growth environment.

Supports employee experience, HR operations, HRIS administration, benefits, onboarding and offboarding, employee relations documentation, compliance, recruiting coordination, and engagement initiatives. The role serves as a primary employee resource, maintains accurate records, assists with benefits and unemployment activities, supports managers, coordinates events and career fairs, and improves HR processes and communications across the organization.

Leads the enterprise Employee Experience and Human Resources function, including people strategy, organizational design, leadership development, workforce and succession planning, employee engagement, performance management, employee relations, compensation, benefits, HR technology, compliance, and change management. Advises executive and business leaders, develops scalable people systems, supports acquisitions and integration, and leads a capable HR team across a growing multi-business enterprise.

The Human Resources Manager leads hotel HR strategy, employee engagement, culture, compliance, payroll processing, audits, onboarding, talent development, salary and benefits evaluations, recognition programs, and diversity initiatives. The role partners with hotel leadership, manages HR standards and budget, supports internal promotions, and organizes team and community activities.

Supports employee relations investigations, HRIS administration, onboarding, employee inquiries, HR policies, reporting, audits, employment verifications, and core HR services. Maintains confidential employee records, assists with recruitment support and HR process improvements, and facilitates site-wide events. The role requires strong communication, customer service, attention to detail, adaptability, and collaboration in a fast-paced, on-site environment.

Supports employee relations, HRIS administration, onboarding, employee inquiries, HR policies, reporting, audits, unemployment claims, employment verifications, recruiting support, and HR events. Maintains confidential employee records and helps implement HR programs and process improvements. Requires strong communication, organization, customer service, and attention to detail in a fast-paced, on-site environment.

Manages all HR functions across two manufacturing facilities, including employee relations, recruiting, training, policies, attendance, benefits, compensation, compliance, safety, workers’ compensation, reporting, and HR metrics. Advises management, administers employee programs, maintains OSHA and incident records, coordinates emergency responsibilities, and supports company events and projects. Requires approximately 25% travel between locations and other sites.

Manage all site HR functions, including full-cycle recruitment, onboarding, employee relations, payroll coordination, benefits administration, performance evaluations, leadership development, training, compliance, and regulatory requirements. Partner with site leadership and employees to align people strategies with organizational goals, resolve workplace concerns, support relocations, and maintain HR processes at an on-site manufacturing facility.

Manages benefits, 401(k), disability and FMLA programs, wellness initiatives, compliance, employee guidance, recruitment, talent acquisition processes, and organizational development. Partners with HR teams and sites across the U.S., supports manufacturing and office workforces, oversees policies and employment-law compliance, and provides guidance on workers’ compensation and OSHA matters. The position is full-time and on-site in Mesa, Arizona, with as-needed travel to other plant locations.

Oversee day-to-day human resources operations for the Washington, DC office. Partner with office leadership and HR centers of excellence on talent strategy, employee relations, performance, development, compliance, engagement, wellness, and policy adoption. Advise business services managers, support the employee lifecycle, monitor HR trends, and lead special projects while ensuring high-quality service delivery and compliance with employment laws.

Manages Osaic’s HR compliance and governance framework, including risk assessments, controls, policy administration, employment-law compliance, monitoring, reporting, audits, remediation, and manager capability initiatives. Partners with HR, Legal, Risk, Compliance, Internal Audit, Payroll, and business leaders to reduce employment risk, maintain multi-state compliance, and ensure consistent HR practices.

Leads Shinola’s people strategy and day-to-day HR operations across corporate, manufacturing, and retail teams. Advises executives, oversees employee relations, recruiting, compensation and benefits coordination, compliance, HR systems, engagement, development, and organizational change. Manages the HR team, builds scalable people programs, tracks workforce metrics, supports succession planning, and ensures consistent employment practices across multi-state locations.

Leads human resources strategy and operations, including employee relations, recruiting, performance management, compensation and benefits, training, compliance, HR metrics, and management support. The role develops HR initiatives aligned with business goals while fostering employee engagement and maintaining legal compliance.

Partners with R&D leaders and managers across Engineering, Product, Design, and Customer Support on talent strategy, manager coaching, performance management, compensation, organizational health, employee relations, and people programs. Diagnoses organizational challenges, develops scalable solutions, and drives talent, retention, engagement, and capability outcomes. Uses workforce insights, AI, automation, and agentic workflows to improve HR effectiveness and decision quality.

Leads benefits, compensation, retirement, leave, HRIS, and HR compliance programs for a higher education institution. Oversees benefits administration, regulatory filings, audits, compensation governance, HR data systems, and OSHA/Cal-OSHA compliance. Advises senior leadership, collaborates with labor relations and legal counsel, manages external partners, and supervises HR staff. Ensures compliant policies, accurate reporting, effective HRIS governance, workplace safety programs, and competitive employee benefits.

Supports HR operations across affiliated companies, including HRIS administration, recruiting, onboarding, offboarding, payroll processing, benefits administration, leave and disability paperwork, employee inquiries, audits, reporting, and manager coaching. The role serves as a primary HR contact, maintains employee records, coordinates hiring activities, processes payroll corrections, administers benefits changes, and supports compliance documentation and HR projects.

Provides comprehensive HR consultation across employee relations, performance management, job analysis, compensation, talent acquisition, onboarding, HR operations, and process improvement. Advises managers, researches employment requirements, manages complex employee matters, analyzes HR data, supports position evaluations, and contributes to policy and employment-practice development. The role also provides peer coaching and quality review while handling confidential information with sound judgment.