Top HR Jobs

Partners with Washington leaders on employee relations, performance management, investigations, workforce planning, compliance, onboarding, organizational change, and team development. Coaches managers, supports leadership development, analyzes workforce data, and collaborates with HR centers of excellence to deliver consistent, compliant, people-centered solutions across a multi-state organization.

Coordinates high-volume HR employee lifecycle transactions, including preboarding, onboarding, offboarding, records management, employee services, and discount programs. Serves as the frontline contact for HR inquiries through shared inboxes and hotlines, maintains confidential employee records, processes invoices, supports office administration, and contributes to HR process improvement. The role is hybrid in Wakefield, Massachusetts, with periodic travel to Brockton.

Supports the HR function by developing team autonomy, leading HR process and policy initiatives, applying HR systems, and delivering operational excellence. The role identifies business-building opportunities within a plant and balances employee and business needs. Candidates must have a relevant bachelor’s degree, strong communication and teamwork skills, and the ability to lead initiatives and projects. Relocation opportunities may arise throughout the career.

Provide administrative and operational HR support including onboarding, HRIS (Paycom) administration, employee records, compliance documentation, recruiting support, leave and incident tracking, unemployment responses, and general employee inquiries. Maintain accurate HR reporting and assist HR leadership with initiatives.

Supports employees and leaders across HR operations, employee relations, investigations, corrective action, leave administration, HRIS maintenance, performance management, compensation, succession planning, engagement, and HR program implementation. Partners with internal HR teams to improve processes, educate employees on HR issues, analyze workforce data, and provide fact-based recommendations aligned with organizational strategy.

Provides day-to-day human resources administration across the employee lifecycle, including recruitment, onboarding, personnel records, benefits, leave, payroll coordination, compliance, HR systems, employee support, and reporting. The role maintains confidential records, interprets employment policies and laws, supports training and workforce initiatives, coordinates emergency personnel support, and improves HR processes while serving employees and managers.

The HR Generalist/Recruiter will manage recruitment processes, develop recruitment strategies, conduct interviews, and administer HR functions, focusing on employee benefits and HRIS systems.

The Human Resources Manager will lead HR activities at a manufacturing site, partnering with operations to enhance performance, employee experience, and labor relations, while managing talent and culture initiatives.

The HR Business Partner serves as a strategic consultant and trusted advisor to leaders and employees. Responsibilities include employee relations investigations, performance management, leadership coaching, succession planning, talent acquisition support, policy interpretation, employment-law compliance, training needs assessment, organizational trend analysis, and HR process improvement. The role partners with legal and HR service centers, supports leave and claims escalations, and contributes to organizational initiatives while maintaining confidentiality and regulatory compliance.

Leads HR strategy and employee relations at an onsite manufacturing facility. Partners with business leaders, conducts complex investigations, manages workplace incidents and claims, supports performance management and benefits, delivers training, oversees separations, and ensures employment-law and HR-policy compliance. Builds employee engagement, coaches leaders, and drives strategic and hands-on HR initiatives.

Supports the Talent Acquisition team by coordinating job postings, interview scheduling, candidate communications, applicant tracking system updates, recruitment reporting, and pre-employment checks. Maintains accurate Workday records, prepares interview and offer materials, coordinates onboarding handoffs, and ensures compliant recruiting documentation. The role also provides administrative support across a multi-site organization and requires occasional facility travel.

Lead HR delivery for a UOP business unit in the US, providing strategic and hands-on support in organizational design, performance management, employee relations, talent development, coaching, succession planning, HR data analysis, and change management. Partner with leaders to align HR strategy and drive initiatives to completion.

Supports daily HR operations, employee lifecycle transactions, employee data maintenance, onboarding and offboarding, HR reporting, audits, documentation, and process improvements. The role requires hands-on Workday experience, UKG data maintenance, accurate HRIS administration, confidential information handling, and collaboration with HR, payroll, benefits, and talent acquisition teams. Preferred experience includes Workday modules, advanced business process actions, custom reporting, and EIB bulk data loads.

Lead and build the companys recruiting function: own full-cycle, high-volume hiring, source passive candidates, develop talent pipelines, partner with leaders, and improve hiring systems using data and feedback to scale teams across multiple locations.

Regional Human Resources Manager supporting sites across multiple states and time zones. Responsibilities include employee relations, investigations, payroll updates, recruiting partnership, talent assessment, manager coaching, training recommendations, people metrics, policy implementation, and employment-law compliance. The role partners with branch leadership to improve operational efficiency, employee experience, and management effectiveness in warehouse and logistics environments.

Manages end-to-end HR operations for approximately 150 employees, including recruitment, onboarding, records, benefits, leave administration, employee relations, performance management, compliance, workers’ compensation, unemployment claims, and offboarding. Maintains confidential documentation, tracks credentials and deadlines, supports leadership with staffing and retention, produces HR reports, and improves processes. Requires California employment-practices knowledge and experience in regulated or healthcare-related environments is preferred.

Manage HR operations across onboarding, employee support, payroll and benefits assistance, compliance, reporting, and employee records. Coordinate with Finance, Recruiting, HR, IT, Sequoia, Remote, and leave platforms. Serve as the first point of contact for HR questions, maintain accurate data, prepare reports and verification letters, support payroll processes, and improve scalable workflows through automation and process development.

Lead HR strategy and execution across multiple manufacturing sites in the US and Canada. Partner with operational leaders on workforce planning, organizational design, succession planning, recruiting, retention, employee relations, performance management, compliance, and organizational change. Use HR metrics to guide decisions, improve engagement and performance, and support a safe, inclusive, high-accountability workplace.

Provide end-to-end HR support at a 250-employee manufacturing site, including employee relations, recruitment, benefits administration, compensation/job evaluation, HRIS reporting, training, and compliance with state and federal laws. Act as a consultant to managers, coordinate HR programs, conduct orientations and exit interviews, and participate in HR projects.

Serves as a strategic HR advisor to senior leaders, aligning people strategies with business objectives. Leads talent management, succession planning, leadership development, organizational design, change management, employee relations, workforce planning, and employee engagement. Oversees Talent Acquisition strategy and collaborates with HR centers of excellence and operations to deliver enterprise HR initiatives. The role is onsite with minimal travel.

Lead day-to-day HR operations for a multi-site nonprofit: manage HRIS and HR systems, recruit and onboard staff, administer benefits and payroll readiness, ensure California employment law compliance, manage leave, workers' compensation and unemployment claims, coach supervisors on employee relations and performance, analyze HR metrics, and implement strategic HR initiatives to strengthen culture and retention.

Manage HR lifecycle activities including recruitment, onboarding, performance, and offboarding; advise management on employee relations and investigations; maintain compliance with federal/state laws; support payroll and timekeeping; maintain HRIS records and generate reports; liaise with HR Central and assist HR Manager with various tasks.

Support HR functions including new hire onboarding, maintaining HRIS and employee records, responding to employee inquiries, assisting recruiting and reception duties, coordinating company events, handling mail, and general administrative tasks.

Provides administrative and clerical HR support, including reporting, policy guidance, corrective action and termination documentation, new-hire orientation, project coordination, and research related to employee relations, legal, and compliance matters.

Serve as a strategic HR business partner for Engineered Systems, advising leaders on workforce planning, employee relations, performance management, SCA compliance, talent development, HR metrics, and organizational effectiveness. Collaborate with HR Centers of Excellence and business leadership to design and implement HR solutions, coach managers, and foster a high-performing, compliant, and engaged workforce. Role is primarily remote within the continental US with occasional in-person meetings.