Top HR Jobs

Provides first-line HR support to employees and supervisors, handling leave administration including FMLA and PFML, ADA accommodations, benefits administration, employee relations, and general HR operations. Maintains confidential records, tracks leave, prepares reports, resolves discrepancies, responds to inquiries, and escalates sensitive matters appropriately. Requires professional communication, organization, sound judgment, HRIS proficiency, and the ability to work onsite while occasionally driving for work.

The Human Resources Coordinator provides administrative support for HR services, manages employee inquiries, compliance tasks, and HR documentation, while ensuring efficient HR operations and promoting employee engagement.

Serves as a strategic HR advisor to senior leaders, leading workforce planning, organizational effectiveness, talent strategy, change management, leadership development, employee relations, and HR transformation. Uses workforce data and talent analytics to guide decisions, mitigate organizational risks, and measure outcomes. Coaches leaders, supports organizational design and succession planning, and partners with HR teams to implement enterprise programs. The role supervises 1–2 direct reports and requires up to 15% domestic and international travel.

Serves as a strategic HR advisor to community leaders, providing guidance on employee relations, performance management, workforce planning, talent development, and organizational effectiveness. Coaches managers, supports recruiting and onboarding, leads leadership development and employee workshops, drives engagement and retention initiatives, oversees employment-law compliance, supports succession planning, coordinates culture events, and uses workforce data to recommend improvements.

Partners with senior leaders to align business and people strategies, advises on talent planning, performance, compensation, organizational change, and employee relations, and coaches HR team members. Leads strategic HR projects, improves processes, supports organizational effectiveness, and promotes consistent, ethical employee practices.

Support HR operations for a 200-plus employee, multi-building campus by advising employees and leaders, handling employee relations, leave and accommodations, workers’ compensation claims, recruiting, onboarding, training, engagement, records auditing, and HR metrics. The role requires regular on-site support across shifts and collaboration with Operations and senior HR leadership.

Partners with senior leaders to align people strategy with business goals, advises on performance, talent, succession, compensation, organizational changes, and employee relations. Coaches HRBPs, leads strategic HR projects, improves HR processes, and supports leadership development, engagement, and a consistent employee experience.

Leads people-readiness strategy and execution for major business expansion initiatives. Owns workforce planning, organizational design, recruiting, compensation, HR systems, employee relations, onboarding, training, communications, and change management. Develops integrated HR project plans, manages risks and dependencies, coordinates cross-functional stakeholders, and measures readiness outcomes. Requires extensive HR and manufacturing experience, strong influence and project leadership skills, and the ability to operate across regions and cultures. Significant domestic travel up to 75% is required, with possible international travel.

Partners with senior leaders to align business and people strategies, advising on talent planning, leadership development, performance management, employee relations, organizational design, compensation, succession planning, and change management. Coaches HRBPs and leaders, escalates complex HR matters, improves HR processes, and leads strategic HR initiatives. Promotes fair employee practices, organizational effectiveness, engagement, and an ethical workplace culture.

Provides comprehensive HR support for assigned manufacturing departments, including employee relations, investigations, manager coaching, recruiting, onboarding, leave administration, performance management, compliance, benefits, HRIS records, payroll support, reporting, training, safety initiatives, engagement, and retention. The role maintains a visible presence on the production floor and partners with employees and leaders to address workforce needs.

Provides full employee lifecycle HR support at a manufacturing facility, including recruiting, onboarding, policy administration, employee relations, performance management, leave administration, benefits, payroll and timekeeping support, workers’ compensation, unemployment responses, compliance, and terminations. Maintains confidential personnel records and advises employees and supervisors on HR policies and procedures.

Provides client-facing HR consulting across payroll, benefits, compliance, employee relations, performance management, and daily HR operations. Develops tailored HR strategies, supports outsourcing engagements, collaborates with senior consultants, and ensures consulting, reporting, documentation, and review standards are met. The role requires a human resources generalist background and involves working autonomously while aligning HR solutions with client business goals.

Manage full-cycle recruiting and onboarding while supporting employee relations, HR compliance, engagement, offboarding, HRIS and applicant tracking data, reporting, and process improvement. Partner with hiring managers, source candidates through multiple channels, coordinate offers and orientations, deliver training, maintain confidential records, analyze recruiting metrics, and support a positive employee experience across the employee lifecycle.

Supports Human Resources operations for employees and seasonal staff, including recruiting requisitions, job postings, offer letters, onboarding, background checks, orientations, training, benefits administration, intranet updates, HR research, program development, and administrative tasks. The role requires confidentiality, strong Microsoft Office skills, excellent communication and organization, and the ability to work independently and collaboratively.

Leads all human resources functions for the college, including recruiting, retention, onboarding, compensation, benefits, payroll, employee relations, training, compliance, policy development, performance management, succession planning, and HR reporting. Serves as a strategic partner to campus leadership, supervises HR staff, supports faculty and staff relations, oversees Title IX responsibilities, and ensures compliance with employment laws and regulatory reporting requirements.

Supports the full employee lifecycle, including recruiting, onboarding, employee relations, performance management, benefits administration, training, recordkeeping, compliance tracking, and offboarding. Serves as a primary contact for routine HR matters, maintains confidential personnel documentation, coordinates HR processes and deadlines, supports managers with employee issues, and identifies process improvements while escalating sensitive matters to leadership.

Lead global payroll, HRIS implementation, systems architecture, workflow automation, onboarding, employee lifecycle management, payroll execution, compliance, data integrity, reporting, and AI-enabled HR operations. The role owns HR system health, integrations, audits, vendor relationships, multi-state and international payroll, EOR/COR administration, and automated dashboards while partnering with Finance, Accounting, and HR Compliance.

Provides consultative HR support across employee relations, investigations, corrective actions, leave and accommodations, union grievances, employment-law compliance, and workplace claims. Advises managers on policies and performance concerns, trains leadership, coordinates L&I and light-duty programs, supports audits, and documents investigations and recommendations. The role requires discretion, strong judgment, and effective management of sensitive employee matters.

Supports and optimizes HR technology through integrations, reporting, analytics, security administration, access controls, compliance, and system enhancements. Partners with HR, IT, Payroll, Finance, vendors, and audit teams to maintain data integrity, troubleshoot interfaces, develop workforce dashboards, administer permissions, support upgrades, and improve processes. Provides end-user support, training, documentation, testing, and subject-matter expertise across HR technology systems.

Provides administrative support to Employee Relations by managing intake inquiries, confidential records, scheduling, grievance and labor relations coordination, compliance documentation, training logistics, employee separations, system updates, employment verifications, expense approvals, and project tracking. Requires strong communication, organization, confidentiality, data-entry, Excel, Google Workspace, and Microsoft Office skills. The role is full-time and fully onsite in Los Angeles.

Provides entry-level HR support focused on recruiting, candidate screening, interviewing, orientation, onboarding, employee assistance, student clinical education coordination, and confidential record maintenance. Coordinates interviews, onboarding requirements, HR events, schedules, supplies, vendors, and administrative operations. Serves as a professional first point of contact for employees, candidates, physicians, students, visitors, and leaders while maintaining accurate records and protecting sensitive information.

Leads regional HR strategy for a multi-site manufacturing organization, managing 7–12 Plant HR leaders across union and non-union environments. Partners with operations and corporate HR to drive workforce planning, organization design, talent and succession planning, labor relations, change management, compliance, engagement, and productivity. Uses workforce analytics and HR technology to improve decisions and organizational effectiveness while supporting manufacturing performance across the region.

Serves as the primary HR partner for manufacturing teams in Fargo and Beresford. Responsibilities include recruiting, onboarding, employee relations, performance management, engagement, retention, leave administration, workers’ compensation, investigations, compliance, and workforce trend analysis. The role supports leaders, safety efforts, continuous improvement initiatives, and a positive team member experience while maintaining a visible presence in plant operations.

Leads organization design and change enablement across CHANEL’s People & Organization function. Owns operating model, organizational structure, governance, role clarity, decision rights, ways of working, change readiness, and adoption frameworks. Partners with HRBPs, COEs, business leaders, Global teams, and transformation stakeholders; develops scalable tools, coaches change leaders, supports enterprise transformations, and addresses AI-driven changes to work and organizational design.

Provides comprehensive HR support in a matrix organization, including employee relations, talent management, organizational development, performance management, investigations, coaching, compliance, change management, and process improvement. Partners with managers and leaders to improve engagement, retention, and performance while implementing HR initiatives and managing competing priorities. Requires occasional travel between sites.