Top HR Jobs

Lead and execute learning initiatives across US operations, including designing eLearning and instructor-led training, managing onboarding and qualification processes, administering learning technologies, measuring learner experience, and overseeing project planning, budgeting, resourcing, and training delivery with heavy site interaction.

Support full employee lifecycle with focus on onboarding/offboarding, HRIS (UKG Ready) maintenance, payroll/time & attendance coordination, benefits administration, HR compliance, labor relations support, and employee relations assistance.

Lead HR strategy and operations including talent acquisition, performance management, compensation and benefits, compliance, training, HRIS, employee relations, and culture. Advise executive leadership, ensure legal compliance, oversee onboarding, workforce planning, and wellness initiatives to support organizational goals.

Act as the primary onsite HR contact for a Salt Lake City manufacturing facility supporting recruiting, onboarding/offboarding, performance management, employee relations, engagement, workforce planning, compliance, and HR reporting. Partner with plant leaders and centralized HR COEs, participate in daily plant routines and floor engagement, and drive initiatives to improve retention, development, and operational alignment.

Support HR operations for logistics associates including employee relations, performance management, recruiting, onboarding, compensation guidance, compliance (I-9, FMLA, ADA, EEOC), training, workforce planning, and HR project implementation across regional distribution centers.

Process and reconcile weekly complex hourly payroll, ensure SOX compliance, support benefits and compensation administration, assist plant HR manager with disability, relocation, requisitions, employee records, training, performance tracking, labor relations, and grievance administration.

Provide hands-on HR support in a high-volume, unionized manufacturing facility. Advise leaders on employee relations, manage grievance resolution and contract interpretation, support recruiting and onboarding for hourly roles, implement HR programs, drive change readiness and organizational effectiveness, and promote engagement and retention.

Manage end-to-end onboarding, maintain HRIS and employee records, run new hire orientation, process HR transactions, ensure I-9/E-Verify compliance, audit data quality, and support HR initiatives.

Lead firmwide HR functions including talent management, engagement, retention, and compliance. Manage legal support staff, advise leadership on HR matters, develop policies, run recruiting/onboarding/offboarding, lead performance reviews and compensation discussions, implement development and diversity programs, and support firm events and training.

Provides administrative and operational HR support, coordinating weekly new employee orientation, onboarding documentation, employee newsletters, recognition programs, HR ticketing workflows, departmental reports, supplies, vendor coordination, and employee engagement initiatives. Maintains confidential records, supports HR projects and audits, and assists employees and managers with routine HR inquiries while promoting a positive workplace experience.

Workday Administrator responsible for advanced configuration and integration of Absence, Benefits, Retirement, Expense and Payroll modules. Consults with stakeholders to design solutions, develops training, defines data standards, supports projects and vendor/IT collaboration, performs reporting and system optimization, and mentors team members to ensure effective HRIS operations.

Serve as an HR Business Partner to four to five divisions while leading company-wide recruiting, learning and development, compliance, and immigration. Advise leaders on organizational design, employee relations, workforce planning, and people matters. Own full-cycle recruiting through JazzHR, develop talent attraction strategies, create manager and employee training programs, and manage immigration casework with outside counsel. Provide broader HR support across compensation, benefits, onboarding, and offboarding during a planned team transition.

Serves as a strategic HR business partner to executives and leaders, leading workforce planning, organizational design, talent and performance management, employee relations, engagement, leadership development, compliance, HR operations, analytics, and global people initiatives. The role advises leaders, mentors HR professionals, drives organizational change, improves HR processes, and supports growth, transformation, and employee experience across the organization.

Leads the Human Resources function, overseeing HR operations, employee relations, compliance, recruitment, compensation and benefits, HRIS, workforce analytics, engagement, and talent development. Partners with organizational leaders to manage risk, improve processes, support workforce planning, and ensure consistent delivery of HR programs. Supervises multiple HR disciplines, develops HR professionals, promotes succession planning, and advances employee experience and organizational effectiveness.

Serves as a strategic HR partner to business leaders, advising on workforce planning, talent management, employee engagement, performance, labor relations, collective bargaining, compliance, organizational change, and HR program delivery. Leads cross-functional HR projects, supports organizational transformations, and collaborates with Legal and Centers of Expertise to resolve employee matters and implement people strategies.

Serves as an HR business partner to HR, Legal, and business leaders; advises on employee relations, compliance, performance management, compensation, training, workers’ compensation, and labor relations. Supports collective bargaining, contract negotiations, investigations, government reporting, and HR budgeting. Partners with Talent Acquisition and management to ensure equitable, legally compliant people practices.

The Human Resources Manager leads daily HR operations for a multi-site, unionized workforce. Responsibilities include employee and labor relations, investigations, collective bargaining support, onboarding, compensation and classification, HR compliance, leave and workers’ compensation support, HR technology improvements, and supervision of HR staff. The role coaches managers, interprets policies and labor agreements, partners on recruitment, administers onboarding requirements, and supports equitable, legally compliant workplace practices.

Serves as an HR business partner and trusted advisor to leaders across assigned offices. Provides coaching and guidance on employee relations, performance management, investigations, organizational change, talent development, engagement, retention, and workforce planning. Partners with senior leaders and Talent teams to support firmwide priorities, analyze workforce trends, improve HR practices, and ensure employment-law compliance.

Provides day-to-day HR support for military personnel, government civilians, and contractors at Hanscom AFB. Maintains personnel databases, manages onboarding and offboarding, updates military positions and organizational records, tracks vacancies and awards, coordinates Reserve orders and funding, manages deployment training requirements, monitors personnel actions, participates in organizational meetings, and delivers personnel status briefings to senior leadership.

Supports regional HR service delivery across the employee lifecycle, including onboarding, employee changes, offboarding, policy application, employee relations administration, performance and compensation processes, HRIS data maintenance, reporting, and culture and talent initiatives. The role responds to HR queries, supports managers and stakeholders, coordinates HR projects, maintains compliance with local labor laws, and contributes to policy improvements and employee experience.

Supports HR regulatory administration, employee and contractor onboarding, Workday recordkeeping, credential and competency tracking, personnel file maintenance, badge creation, audit preparation, sanction reporting, education documentation, and survey readiness. The role coordinates with employees, physicians, candidates, leaders, and regulatory agencies while ensuring confidential records remain accurate, complete, and compliant with hospital standards.

Serve as a strategic HR advisor to North Region leaders, driving workforce planning, organizational design, change management, talent strategy, leadership coaching, employee and labor relations coordination, and workforce analytics to improve organizational effectiveness and business outcomes.

Lead enterprise HR transformation initiatives to modernize HR operations, design future-state processes, drive automation and adoption, manage change, and partner cross-functionally to implement scalable HR solutions and governance across the employee lifecycle.

Support administration and improvement of global compensation programs and job architecture. Manage compensation surveys, benchmarking, Workday-enabled processes, annual compensation cycles, incentive plan administration, data integrity/auditing, reporting/analytics, and cross-functional coordination with HR, Finance, Legal, Payroll, and Recruiting.

The Senior HR Business Partner will support a global business by aligning HR strategies with organizational goals. Responsibilities include organizational design, change management, workforce planning, leadership development, talent management, employee relations, engagement, and organizational transformation. The role partners with HR centers of excellence, uses workforce metrics for decision-making, and ensures consistent yet regionally appropriate HR practices across a multinational workforce.