Top HR Jobs

Supports HR administration, including pre-employment screening, onboarding and offboarding, offer letters, employee records, payroll processing, HRIS updates, compliance documentation, employee engagement, benefits account setup, and general administrative coordination. The role also handles payroll inquiries, credit card administration, shipping, new-hire follow-ups, travel arrangements, and communications with accounting and HR stakeholders.

Supports HR operations across onboarding, offboarding, HRIS administration, credentialing, compliance, employee records, background checks, audits, and policy communications. Maintains Paycom and MedTrainer data, processes I-9 documentation, facilitates orientations, monitors credential expirations, and preserves confidential personnel records. Also provides administrative support, including reception, mail processing, and HR projects.

Serves as the HR partner for assigned departments, advising managers and employees on employee relations, investigations, labor relations, performance management, staffing, onboarding, compensation, benefits, compliance, accommodations, workers’ compensation, and safety. The role supports union grievance processes, maintains HR records and HRIS processes, conducts exit interviews, develops HR solutions, and ensures compliance with employment laws and organizational policies.

Coordinates HR administration, employee records, HRIS data, payroll support, prevailing wage reporting, compliance training, recruiting, pre-employment checks, onboarding, and employee inquiries. Maintains documentation, supports benefits and policy processes, reconciles invoices, and assists with HR reporting and analytics. The role is hybrid, includes occasional travel to company locations and recruiting events, and requires confidentiality, organization, communication skills, Microsoft Office proficiency, and the ability to learn HR systems.

Lead broad HR functions for a manufacturing workforce, including recruitment, employee relations, compensation, benefits, performance management, compliance, investigations, engagement, retention, training, and offboarding. Partner with managers and employees to implement HR strategies, interpret policies, resolve workplace concerns, support organizational development, and ensure compliance with employment laws.

Leads and builds the HR function across three home health and hospice branches. Owns recruiting, employee relations, investigations, policies, employment-law compliance, healthcare-specific credentialing and screening, onboarding, benefits, leave administration, workforce planning, retention, and the HR budget. Requires progressive HR leadership, California employment-law knowledge, full-cycle recruiting experience, and reliable travel between Bay Area branches.

Provides entry-level administrative support to Human Resources, including recruiting coordination, onboarding, employee records, data entry, document management, HR correspondence, and employee communications. Maintains confidential personnel and safety records, tracks training and required documentation, supports safety committee activities, and assists with HR and employee events while escalating questions and concerns to the Human Resources Manager.

The HR Generalist manages day-to-day HR operations in a manufacturing environment, including employee relations, compliance, recruiting, onboarding, benefits and leave administration, performance management, training, HRIS maintenance, reporting, and workers’ compensation support. The role advises employees and leaders, coordinates investigations and employee lifecycle processes, maintains confidential records, supports audits and safety initiatives, and drives continuous improvement across HR programs and employee experience.

Supports the HR team with recruiting, onboarding, employer branding, communications, training, compensation initiatives, benefits communications, HR data maintenance, employee file audits, and policy updates. The intern also assists with university recruiting, job descriptions, learning materials, and general HR projects while maintaining confidentiality and compliance.

Provides HR operations support through Workday, managing high-volume employee data, academic appointments, payroll documents, leave requests, compensation transactions, and records. Responds to departmental questions about HR policies, payroll, benefits, time entry, and HCM processes. Audits reports and documentation, resolves data issues, supports salary and merit planning, maintains service-level standards, and participates in business process testing and continuous improvement.

Supports the HR Business Partner across multiple sites and high-volume operational environments. Advises managers on employee relations, conducts investigations, supports performance management, coaches employees, and maintains legal and regulatory compliance. Leads engagement and retention initiatives, analyzes HR data, facilitates meetings, and promotes positive workplace relationships. Requires extensive travel throughout the assigned territory, strong communication and organizational skills, autonomy, and proficiency in Microsoft Office.

The HR Business Partner II executes HR strategies and services for a designated business unit. Responsibilities include employee relations, talent acquisition, retention, engagement, compensation and benefits, training, performance management, organizational diagnosis, and advising management on complex HR matters. The role partners across HR and Operations, supports organizational change, ensures employment-law compliance, and develops integrated solutions aligned with business objectives.

Provides administrative HR support across business locations, including employee records, I-9 compliance, HRIS updates, payroll and benefits audits, terminations, recruiting coordination, interview scheduling, correspondence, filing, and general clerical tasks. The role is on-site in the Plant City/Lakeland area and requires strong communication, organization, HR knowledge, and customer service skills.

Supports the HR team and serves as a primary liaison for interns. Responsibilities include coordinating the internship program, planning events, managing communications, gathering feedback, supporting recruiting and onboarding, updating job descriptions, and providing administrative and project support. The intern rotates across HR functions and uses HR and productivity tools to support employee lifecycle activities and daily operations.

Provides broad HR support across benefits, compensation, employee relations, compliance, onboarding, offboarding, performance management, engagement, training, communications, surveys, and HR systems administration. The role maintains HR data integrity, supports employee inquiries, analyzes employment information, and helps enhance HR programs and workplace culture while ensuring compliance with employment laws.

Supports recruiting, hiring, onboarding, employee orientation, performance management, HR programs, employee records, HR systems, reporting, and intranet content. The role maintains accurate confidential data, coordinates time-sensitive processes, assists with system administration and troubleshooting, and contributes to HR projects and process improvements. It offers broad exposure to global HR operations and requires strong organization, discretion, communication, technology skills, and follow-through.

Partners with managers and employees to align HR strategy with business goals. Advises on talent management, performance evaluation, employee relations, succession planning, learning and organizational development. Develops and evaluates professional development programs, supports HR technology initiatives, and contributes to firmwide HR strategy in a global, hybrid environment.

Partners with division leadership across US, EMEA, and APAC to develop and implement HR strategy, workforce planning, talent development, succession planning, employee engagement, and organizational effectiveness initiatives. Advises leaders on employee relations, performance management, employment regulations, and organizational matters; coaches managers; leads global HR programs and change initiatives; supports HR services, escalated cases, and M&A integrations.

The Senior People Business Partner provides strategic HR leadership for a manufacturing site, overseeing employee relations, talent acquisition, onboarding, performance management, compensation, organizational development, compliance, wellness, and workforce planning. The role coaches leaders, manages HR programs and systems, supports labor and employment compliance, coordinates staffing and retention initiatives, and leads cross-functional projects. It requires extensive HR leadership experience, manufacturing experience, strong employee relations capabilities, and knowledge of HR systems, payroll, employment law, and Microsoft Office tools.

Manages human resources activities at a manufacturing plant, including recruiting, onboarding, employee relations, compliance, performance reviews, training, safety coordination, accident investigations, payroll review, HRIS updates, and employee listening sessions. Partners with plant leadership and senior HR to resolve workplace issues, support talent planning, maintain FLSA compliance, and promote a safe, effective work environment.

The Human Resources Generalist delivers enterprise-wide HR initiatives, ensures legal compliance, advises leaders and employees on employee relations and performance management, and supports recruitment, HRIS records, leave, benefits, and related HR administration. The role is onsite in Albuquerque and requires strong communication, organization, analytical ability, and attention to detail.

Supports employees across the HR lifecycle by maintaining records, processing employee changes, coordinating onboarding and leave administration, responding to HR requests, preparing reports, supporting training and engagement initiatives, and assisting with employee communications and HR projects. The role requires strong organization, confidentiality, communication, attention to detail, and proficiency with Microsoft Office and HR technology.

Partners with Commercial business leaders to develop and execute people strategies covering organizational effectiveness, talent management, workforce planning, leadership coaching, employee relations, engagement, change management, and risk mitigation. Uses workforce analytics and HR technologies to inform decisions, supports HR programs, and collaborates with HR Centers of Excellence, Legal, and Compliance to improve organizational performance and employee experience.

Provides onsite HR partnership for hourly employees and frontline leaders in a high-volume HVAC parts distribution center. Responsibilities include onboarding, orientation, employee relations, investigations, policy guidance, HR administration, safety and compliance support, recognition programs, workforce planning, retention initiatives, and frontline leadership coaching. The role maintains HR records, partners on payroll and benefits questions, supports engagement and community activities, and advises employees and supervisors on workplace concerns and performance documentation.

Manages regional HR operations, including benefits, recruiting coordination, onboarding, compliance, safety, payroll support, training, employee engagement, performance management, employee relations, personnel records, and administrative and accounting support. Partners with managers and Corporate HR to resolve employee issues, maintain legal compliance, improve engagement, and support business operations across multiple truck centers.