Top HR Jobs

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.

Owns HRIS configuration, data integrity, process redesign, automation, reporting, systems integrations, HR technology evaluation, and user adoption. The role improves hiring, onboarding, status-change, and separation workflows; builds dashboards and self-service tools; manages data flows with payroll and related systems; and trains HR teams and supervisors. Requires five years of HR operations or HRIS experience and is office-based in Austin or New York with sporadic travel.

Leads HR business partnerships, workplace investigations, and employee services across client-facing and corporate functions. Advises leaders on workforce planning, retention, performance, organizational design, and employee relations risk. Manages HR teams, develops managers, governs investigations and separations, and uses people data to guide business decisions. The role supports a distributed, predominantly hourly workforce and requires significant travel across offices, client sites, and business locations.

Performs accurate HR data entry in UKG, including onboarding, offboarding, employee updates, supervisor changes, contract modifications, and terminations. Conducts data audits, reconciliations, troubleshooting, and quality corrections while maintaining confidentiality and compliance. Supports HRIS process development, system optimization, documentation, employee communications, training materials, special projects, scheduling, and administrative tasks. This part-time hybrid role requires strong Excel, organizational, communication, and data-entry skills.

Manages employee relations activities, including performance management, corrective actions, conflict resolution, investigations, leave administration, reasonable accommodations, and manager coaching. Maintains compliance with employment laws, policies, mandatory training, and HR best practices. Supports HR programs involving disciplinary matters, disputes, performance, morale, recognition, training, and quality assurance while handling sensitive employee inquiries confidentially.

Manages outsourced HR services for multiple clients, including onboarding, benefits administration, payroll and HRIS support, employee relations, performance improvement processes, terminations, claims, audits, and multi-state compliance. Provides virtual employee support, advises managers and leadership, develops HR policies and procedures, resolves issues, maintains accurate records, and delivers high-quality client service.

Supports day-to-day HR operations, employee onboarding and offboarding, recordkeeping, policy updates, performance-management cycles, employee inquiries, HR reporting, training, engagement initiatives, and People team projects. Maintains confidential employee information, audits HR data, coordinates documentation and system access, and helps improve processes. The role requires strong organization, communication, discretion, and familiarity with HRIS, payroll, benefits, employment compliance, and Google Workspace.

Manage global HRIS and Americas HR operations, serving as the Workday subject matter expert. Oversee configuration, security, integrations, reporting, employee lifecycle transactions, data integrity, compliance, process improvements, and HRIS projects. Lead and mentor the HR operations team, support payroll and benefits processes, develop procedures and training, resolve escalated issues, and collaborate with HR leaders and employees.

The Senior HR Manager leads employee relations investigations, performance management, policy compliance, recruitment, onboarding, employee experience, HR systems, learning and development, and workplace safety initiatives. The role provides guidance to managers and employees, administers Paycom and JIRA HR systems, supports union-related matters, maintains compliance with federal, California, and San Francisco employment laws, and serves as a trusted partner to HR leadership across a diverse arts organization.

Provides administrative and operational HR support, including HRIS updates, recruiting coordination, background checks, onboarding, employee records, communications, audits, recognition activities, and open enrollment assistance. The role also supports office operations, handles confidential information, prepares reports, and provides phone coverage. This is a part-time position requiring strong organization, communication, customer service, Microsoft Office, and HRIS skills.

Partners with employees, managers, and executives on employee relations, performance management, organizational design, workforce planning, leadership development, compensation, career architecture, and talent initiatives. Builds scalable HR processes for a high-growth organization, analyzes workforce data, advises on organizational change, and handles sensitive employee matters with confidentiality and sound judgment.

Partners with site leadership to implement HR strategies, including workforce planning, compensation, talent management, employee engagement, succession planning, recruitment, and training. Manages complex employee relations matters, investigations, compliance, performance management, and leadership coaching. Analyzes talent metrics and advises leaders on HR policies, employee development, and retention. This is an on-site role in Bethel, Connecticut, with travel up to 15%.

Provides onsite HR support for Las Vegas pharmacy and PBM operations. Manages onboarding, recruiting, employee relations, benefits inquiries, HR initiatives, compliance, HRIS records, manager coaching, engagement, retention, and local workforce reporting across multiple sites.

Leads plant HR operations and a team of HR professionals. Advises managers on employee relations, performance, corrective action, reorganizations, development, and employment compliance. Conducts complex investigations, supports recruiting, training, cultural change, workers’ compensation coordination, and continuous improvement of HR processes. Partners with plant leadership and shared services while spending significant time in production areas.

Manage the employee lifecycle, performance management, employee relations, HR reporting, workforce analytics, manager coaching, policy administration, organizational changes, and HR initiatives. Partner with leaders and employees to improve engagement, retention, accountability, and compliance while delivering actionable workforce insights and supporting day-to-day HR operations.

Partners with business leaders and HR Centers of Excellence to develop talent strategies, workforce and succession plans, organizational design, change management, employee engagement, and leadership development. Provides senior leader coaching, uses people analytics to identify trends and risks, advises on HR policies, and supports strategic business objectives through trusted partnerships and data-driven recommendations.

Serve as a strategic HR advisor to Growth leaders, aligning talent strategies with business objectives. Responsibilities include workforce planning, talent management, succession planning, employee relations, organizational change, cultural integration, compensation, retention, performance management, onboarding, and leadership coaching. The role requires influencing leaders, mentoring HRBPs, supporting geographically distributed teams, and driving HR programs in a fast-paced, high-growth environment.

Leads the Human Resources function across Bertelsmann’s decentralized U.S. operating companies. Advises the CEO and executives on workforce strategy, organizational effectiveness, culture, talent, succession, compensation, benefits, compliance, employee relations, HR operations, and M&A integration. Oversees a 13-person team spanning benefits and HR-payroll-IT while driving organizational design, change management, DEI, engagement, performance management, and HR technology improvements.

The HR Generalist manages talent acquisition, onboarding, employee relations, HR policies and compliance, performance management, payroll and benefits administration. The role advises employees and managers, conducts investigations, supports development initiatives, maintains UKG records, and contributes to HR projects across multiple hospitality entertainment venues. Periodic travel, flexible scheduling, strong organizational skills, confidentiality, and knowledge of employment regulations are required.

Partners with business and sales leaders to execute talent strategies, workforce planning, organizational effectiveness, performance management, employee engagement, retention, and change initiatives. Advises and coaches leaders on employee relations, team effectiveness, talent development, and organizational dynamics. Uses workforce data to identify trends and recommend actions, supports hiring and onboarding, facilitates talent reviews, and contributes to organizational design and compensation initiatives.

Provides administrative and customer-facing HR support, including employee records, application processing, onboarding, orientation, assessments, communications, events, licensing renewals, reports, and office coordination. Maintains confidentiality, responds to team member inquiries, supports compliance, and assists with engagement, wellness, and retention initiatives. Requires flexibility for nights, weekends, and holidays.

Own global employee lifecycle processes across R&D, including onboarding, offboarding, employee relations, performance management, compliance systems, reporting, and data governance. Advise leaders on employee relations and risk mitigation, support People Operations initiatives, and improve HR workflows through AI, automation, and process optimization. Serve as a Workday and HR systems superuser while managing sensitive employee matters and cross-functional partnerships.

Provides outsourced HR consulting to business clients, advising on HR operations, California employment laws, payroll, benefits, compliance, and employee-related matters. Builds client relationships, manages multiple projects and deadlines, communicates proactively, and works independently with Optima’s HR team. This part-time hybrid role requires on-site client work in San Diego County, reliable transportation, and preferably English-Spanish bilingual proficiency.

Partners with operational leaders to provide strategic HR guidance on performance management, organizational design, employee engagement, talent planning, change management, employee relations, and HR policies. Coaches leaders, manages workplace concerns and risk, uses workforce data to identify trends, improves organizational effectiveness, and supports HR initiatives through technology, automation, and AI-enabled solutions.

Supports employee relations, workplace investigations, recruiting, onboarding, offboarding, compliance, personnel records, audits, employee handbook updates, timecard reviews, HR reporting, and administrative projects. The role also handles I-9 documentation, employment verification, agency correspondence, labor-law research, and HR systems support. This is a hybrid, part-time position requiring regular in-person work in Irvine, California.