Top HR Jobs

Provides HR guidance and employee relations support to business leaders and employees. Responsibilities include performance management, investigations, workforce planning, policy interpretation, benefits support, compensation review, onboarding, exit interviews, compliance, reporting, and workers’ compensation and unemployment claims. Partners with HR leadership and legal counsel while supporting training, succession planning, and employee engagement initiatives.

Supports core HR functions including payroll, recruiting, onboarding, employee relations, benefits, performance management, compliance, engagement, and training. Processes biweekly payroll through Paylocity, manages employment eligibility documentation, assists with investigations and conflict resolution, coordinates orientations, and communicates benefits. The role also supports workplace safety, facilities-related employee services, HR reporting, special projects, and production operations requiring occasional off-shift availability.

The Human Resources Generalist manages employee relations, performance management, onboarding, compensation and benefits administration, leave management, HRIS records, compliance, investigations, reporting, and manager support. The role advises leaders and associates on policies, supports workforce planning and engagement initiatives, maintains employment documentation, and assists with HR projects and continuous improvement. It requires at least three years of HR experience, payroll or HRIS experience, strong communication skills, and proficiency in Microsoft Office.

Partners with site operations leaders to align HR strategy with business goals. Oversees talent acquisition, employee relations, performance management, compliance, engagement, HR analytics, and policy implementation. Advises managers, resolves complex workplace issues, develops employees, presents HR insights, and promotes a safe, compliant, positive work environment. Requires bilingual English and Spanish communication, on-site flexibility, and occasional nights, weekends, and travel.

Provides operational and administrative HR support across employee relations, talent acquisition, training, compensation, HR procedures, metrics, and reporting. Maintains employee records and collaboration tools, prepares confidential workforce reports, supports employee communications, audits, meetings, HR programs, and process improvements. Partners with shared services, HR teams, employees, and business leaders while contributing to projects and operational initiatives.

Sources and screens candidates, coordinates interviews, conducts reference and background checks, supports job fairs, presents orientations, extends offers, and assists with onboarding. Maintains applicant tracking records, updates job postings and new-hire documents, supports recruitment marketing, and ensures compliance with employment regulations. The role also contributes to process improvements, special projects, and team activities.

The Human Resources Generalist manages employee relations, investigations, performance management, compliance, onboarding, compensation, benefits, leave administration, HRIS records, reporting, and manager support. The role advises leaders and associates, supports workforce planning and engagement, maintains employment documentation, assists with audits and HR projects, and helps administer talent and training programs. It requires strong communication, confidentiality, and the ability to manage shifting priorities.

Provides administrative support for HR operations at the Plaquemines facility. Responsibilities include managing new-hire onboarding, coordinating drug testing and physicals, issuing first-day communications, scheduling safety orientations, verifying vacation allotments, maintaining compliance records, coordinating vendors, and facilitating employee orientations, badges, and cross-department notifications.

Partner with business leaders on recruiting, workforce planning, performance management, employee relations, succession planning, retention, change management, engagement, and employment compliance. Use HR metrics and people analytics to inform decisions, guide managers through complex issues, and collaborate with HRIS, Total Rewards, and Recruiting teams to support organizational growth.

Supports assigned business areas across the employee lifecycle, managing onboarding, mobility, offboarding, employee inquiries, performance issues, talent reviews, succession planning, and performance cycles. Partners with senior HR leaders and stakeholders, uses HR data and analytics to generate insights, improves processes and employee experience, and advances technology-enabled solutions through Workday, ServiceNow, AI, and RPA initiatives.

Leads Komatsu’s HR transformation portfolio, establishing governance, prioritization, executive decision support, risk management, and value realization practices. The role coordinates cross-functional HR initiatives, resolves barriers, manages dependencies, supports change and adoption, and coaches leaders on execution discipline. It partners with the CHRO and HR leadership while using portfolio data, agile practices, Microsoft 365, and AI-enabled tools to improve decision-making and transformation outcomes.

Serves as the primary HR partner for production managers and supervisors, advising on employee relations, performance management, investigations, conflict resolution, and leadership coaching. Leads engagement initiatives, training programs, talent development, and workforce planning while partnering with legal, compliance, and executive teams. Analyzes employee data, supports HR operations, and works across diverse, multilingual manufacturing environments.

Human Resources Intern rotating through preboarding and onboarding, benefits and HR programs, learning and development, employee relations, HR business partnering, and field operations. The intern will gain hands-on exposure to employee communications, benefits administration, training logistics, policy implementation, strategic planning, and branch labor dynamics while supporting the HR team during a 10–12 week program.

Partners with business leaders to implement HR strategies, policies, and programs across staffing, employee relations, compensation, benefits, training, compliance, and workforce engagement. Advises site leaders on employment laws, investigates employee issues, supports talent management, analyzes HR metrics, maintains employee records, and helps meet organizational objectives across assigned facilities.

Manages daily human resources operations, including employee relations, workforce planning, talent acquisition support, compensation, engagement, organizational development, leadership coaching, compliance, and HR service delivery. Partners with hospital leaders and HR centers of excellence to develop workforce strategies supporting patient care, retention, operational excellence, and organizational goals. Advises leaders on employment practices, laws, policies, and workforce planning.

Leads enterprise HR strategy, organizational design, workforce transformation, executive succession planning, talent calibration, employee relations, and change management. Oversees the People Partner team, advises C-suite leaders, uses talent analytics to improve organizational effectiveness, streamlines HR processes, and builds scalable human capital infrastructure across network and school operations.

Provides onsite HR support across payroll administration, onboarding, recruiting, employee and labor relations, compliance, HR systems, and employee inquiries. Coordinates collective bargaining documentation, maintains personnel records, supports plant leadership, and assists with meetings, training, employee engagement, reporting, and administrative operations while ensuring confidentiality and policy compliance.

Mid-career recruiter responsible for end-to-end hiring for Rakuten Mobile/Total Solutions/Symphony: gathering hiring needs, creating job descriptions, managing KPIs, vendors and media, conducting interviews and offers, candidate follow-up, and occasional university recruiting projects. May cover both business and engineering roles and could move into HR management.

Manage payroll calculations (including inhabitant tax and year-end adjustments), handle social insurance procedures, collect/manage personal identification numbers, respond to employee inquiries, manage contractors, and lead process improvements and automation projects in HR/labor affairs.

Coordinates HR activities across assigned divisions, including employee relations, onboarding, recruitment, training, performance management, retention, compensation support, compliance, investigations, and government reporting. Advises managers in union and non-union environments, supports grievance and separation processes, conducts site visits, and leads engagement and talent review initiatives. Requires bilingual English/Spanish communication and occasional travel between sites.

Supports Airbus HR teams across business areas, including employee relations, inductions, right-to-work checks, contracts, promotions, reporting, meetings, HR projects, and early-career recruitment and development. The placement requires undergraduate study in HR, business, or a related field, strong communication, accurate note-taking, and an interest in human resources.

Provides strategic HR partnership to clinic and business leaders across Houston. Advises on workforce planning, employee relations, investigations, performance management, compliance, leadership coaching, organizational change, succession planning, and manager training. The role requires dedicated HR Business Partner experience, strong employment-law knowledge, and local travel to assigned clinics.

Provides strategic leadership for all HR functions, including employee relations, compliance, compensation, benefits, talent acquisition, workforce planning, performance management, organizational development, and HRIS administration. Advises executive leadership, oversees HR staff and budgets, manages employment-law compliance and healthcare-related personnel requirements, presents workforce metrics, and leads initiatives supporting retention, engagement, operational efficiency, and organizational culture.

Leads HR business partnerships across client-facing and corporate functions, advising leaders on workforce planning, retention, performance, organizational design, and employee relations risk. Manages HR business partners, workplace investigations, and the employee service center. Uses people data to guide decisions, develops managers and successors, and oversees workforce needs across a distributed, multi-state hourly workforce.

Leads HR business partnerships across client-facing and corporate functions; advises leaders on workforce planning, retention, performance, organizational design, and employee relations. Manages HR business partners, workplace investigations, and the employee service center. Oversees workforce risk, investigations, separations, manager development, people analytics, and team succession across a distributed, multi-state hourly workforce.