Top HR Jobs

Support People Operations with administrative HR tasks including scheduling, filing, audits, job postings, resume screening, interview coordination, new-hire paperwork, employee inquiries, event coordination, and HR reporting. Participate in team meetings, log work in PM tools, and engage in continuous HR learning.

Lead and manage a broad range of HR functions including recruitment, classification, benefits, labor relations, payroll/timekeeping, compliance, and employee relations. Provide guidance to managers, represent the Authority in hearings and negotiations, develop recruitment and classification strategies, prepare confidential analytical reports, and manage HR administrative processes.

Perform full-cycle recruiting for exempt and nonexempt roles: source, screen, interview, extend offers, manage ATS and onboarding, run new-hire orientation, attend job fairs, and support HR generalist projects and administrative duties.

The Director of Site HR leads all human resources aspects at a facility, focusing on labor relations, talent acquisition, training, compliance, and employee relations to enhance workforce performance and retention.

Provide administrative HR support including maintaining HRIS and personnel files, preparing reports, scheduling interviews, monitoring INS/E-Verify expirations, assisting with policy interpretation, and delivering customer service to employees and applicants.

Support recruiters with sourcing, screening resumes, scheduling interviews, building engineering candidate pipelines, analyzing job descriptions, assisting HR operations, and completing ad-hoc tasks.

The Senior Human Resource Generalist provides HR support in staffing, employee relations, training, and organizational development while designing programs that foster a positive workplace culture.

Designs, builds, and manages learning, talent, and organizational development programs. Leads competency assessments, engagement surveys, LMS administration, employer branding, internal communications, employee recognition, and AI-driven HR initiatives. Produces data-driven analyses and executive-ready recommendations to close capability gaps and improve employee experience.

Process semi-monthly payrolls, review international EOR payrolls, manage payroll-related changes and reconciliations, maintain employee files, support recruiting/onboarding, generate ADP Workforce Now reports, handle tax/state activities, resolve payroll issues, and assist on HR projects and documentation.

Provide administrative support to the Human Resources department, ensuring completion of HR tasks and processes. Support hiring and onboarding activities, maintain confidential records, assist with required screenings and paperwork, and contribute to a respectful, team-focused work environment serving at-risk youth.

The HR Strategic Partner aligns HR laws with policies, drafts HR documents, oversees hiring, and advises clients on best HR practices.

Provide strategic, systems-level HR leadership to design and execute people strategy, strengthen HR operations, lead compensation, ensure legal compliance, build and develop HR staff, partner with senior leaders, drive change management, use people data for decisions, and support ministry fund development and travel as required.

The HR Generalist will support employees by managing records, processing documentation, conducting orientations, assisting with recruitment, and maintaining HRIS integrity.

The Human Resources Business Partner manages HR practices, including talent strategy, performance management, and employee relations. They support leadership, coaching, and development initiatives while ensuring compliance and fostering a positive work environment.

Support HR programs and Learning & Development by coordinating new hire orientation, scheduling trainings, maintaining HRIS and employee records, tracking performance evaluations, producing reports, and providing frontline employee support.

Provide HR administrative and operational support including payroll processing, employee records maintenance, benefits administration, HRIS and intranet updates, onboarding and training coordination, wellness and DEI initiatives, recruiting event support, and general front-desk/phone duties while handling confidential information.

Serve as a regional HR advisor supporting GA/FL/NC clinics, partnering with leadership on employee relations, talent management, analytics, change management, transitions, and HR program implementation. Coach managers, lead HR initiatives, ensure compliance, support acquisitions/transitions, and travel to sites to drive engagement and operational HR outcomes.

Lead HR integrations for acquisitions and transformations, managing project plans, timelines, risks, and cross-functional stakeholders. Coordinate HRIS, payroll, benefits, talent management, policies, change management, and communications to align acquired organizations with company standards while ensuring compliance and minimizing disruption.

Partner with business leaders to manage recruiting, employee/labor relations, compliance, compensation, benefits, HRIS, performance management, and learning. Lead end-to-end recruitment, audits, investigations, onboarding, documentation, reporting, workforce planning, and community outreach while ensuring legal and policy compliance.

Senior HR Generalist responsible for policy and compliance, employee and labor relations, full-cycle recruitment, onboarding, benefits administration, HRIS and payroll coordination, performance management, training, analytics, and workforce planning while supporting managers and employees across business functions.

Lead HR functions including labor and employee relations, compensation and benefits, HRIS management, talent acquisition, training and organizational development. Provide strategic HR leadership, ensure compliance with federal/state regulations and collective bargaining agreements, drive employee engagement and performance management, and oversee HR analytics and reporting.

The HR Generalist will implement HR policies, support employee engagement, administer compensation programs, and assist staffing processes while ensuring compliance with regulations.

Administer employee benefit programs including enrollments, changes, and terminations; serve as liaison to carriers and vendors; maintain Paycom and benefit records; support open enrollment, COBRA, HIPAA and compliance activities; handle PHI; reconcile invoices and FSA/payroll data; provide employee benefit counseling and reporting.

Manage full-spectrum HR functions including recruiting, onboarding, benefits administration, leave and workers' compensation management, employee relations and investigations, policy compliance, training and organizational development, HRIS reporting, performance management, OSHA coordination, and HR communications. Serve as HR point of contact and support department initiatives and process improvements.

Provide advanced HR business partner support: consult on performance management, compensation, employee relations, organization design, policy interpretation, training, talent acquisition, succession planning, and HR metrics. Resolve complex employee issues, coach managers, support organizational change, participate in hiring decisions, and may supervise 1–2 direct reports.