Top HR Jobs

Leads comprehensive human resources functions, including recruiting, onboarding, employee and labor relations, payroll, benefits, leave administration, performance management, engagement, compliance, training, HRIS records, and workforce analytics. Partners with leaders on organizational effectiveness, investigations, employee development, safety, and process improvements while ensuring employment-law and company-policy compliance. This fully onsite role supports a manufacturing office in Punta Gorda.

Manages human resources operations for facility personnel, including recruiting, onboarding, benefits administration, employee relations, compliance, performance management, training, records, investigations, and separations. Advises management on HR policies and legal requirements, administers affirmative action and salary programs, supports government reporting, and resolves employee issues. The role is fully on-site in Mesa, Arizona and reports to the General Manager.

Partners with assigned business units on recruiting, onboarding, retention, employee relations, performance management, compensation, compliance, investigations, training, and personnel actions. Advises managers, resolves employee concerns, maintains confidential records, conducts HR audits, supports employment-law compliance, and collaborates with Compensation, Payroll, Benefits, HRIS, and Employee Development teams.

Leads global HR systems, Workday administration, workforce analytics, reporting, data governance, integrations, compliance, and process improvement. Manages HR technology enhancements, releases, testing, issue resolution, and service delivery while partnering with HR, IT, Finance, and business stakeholders. Oversees and develops a team of analysts, establishes reporting standards, and delivers dashboards and actionable workforce insights across the employee lifecycle.

Manages compensation advisory, administration, planning, analysis, benchmarking, and annual review cycles for U.S., global, and Latin American client groups. Supports global rewards program execution, stakeholder partnership, governance, documentation, and process improvement across regions. Provides analytical insights and practical compensation guidance to HR and business leaders while ensuring accurate, consistent, and compliant rewards practices in a complex international environment.

Support and administer Total Rewards (compensation and benefits) programs and systems, including leave administration, benefits enrollment, compensation cycles, vendor coordination, UAT and training, data consolidation and benchmarking, communications, event and project support, and continuous improvement to ensure compliance and high-quality service delivery.

Provides temporary administrative and operational support across HR and Talent Acquisition. Responsibilities include payroll and benefits administration, employee record maintenance, onboarding and offboarding, compliance documentation, HRIS and ATS updates, interview coordination, tracker maintenance, deadline monitoring, and escalation of complex issues. The role requires strong organization, discretion, communication, and approximately 1–3 years of HR administration or recruiting coordination experience.

Provides HR partnership to Sales, Marketing, Product Management, and Finance. Advises managers and employees on workplace matters, policies, employee relations, investigations, performance management, corrective actions, and employee lifecycle processes. Supports onboarding, promotions, transfers, offboarding, exit interviews, HR reporting, audits, compliance, and policy administration. Coaches managers, analyzes workforce trends, and serves as a trusted resource for people-related issues.

Leads the global contingent workforce strategy, governance, lifecycle management, supplier ecosystem, compliance, budgeting, technology, analytics, and continuous improvement. Oversees MSPs, staffing suppliers, independent contractors, and statement-of-work engagements while managing labor spend, rate cards, supplier performance, worker classification, co-employment risk, and audit readiness. Partners with HR, Procurement, Legal, Finance, IT, Risk, and business leaders, and leads the contingent workforce team and executive reporting.

Manages and coordinates HR programs, policies, employee relations, labor relations, compensation, benefits, training, compliance, recruitment, retention, and succession planning. Supervises HR staff, advises leaders and employees on policy and contract interpretation, supports affirmative action goals, mitigates compliance risks, and uses workforce data to develop reports and business solutions. The role requires partnership with manufacturing leadership and travel of 5–10%.

Supports regional and corporate HR operations through recruitment, onboarding, employee relations, reporting, transfers, investigations, exit interviews, and HR process improvement. Maintains employee records, submits status changes, reconciles Excel and Oracle HCM reports, coordinates orientations and I-9 completion, and provides HR metrics to management. The role requires strong communication, confidentiality, analytical ability, Microsoft Office proficiency, and travel to offices and drilling sites.

The Human Resources Business Partner advises construction leaders on employee relations, investigations, performance management, onboarding, engagement, talent planning, workforce needs, and organizational changes. The role coaches leaders, supports enterprise HR programs, maintains confidential documentation, and partners with specialized HR teams. It requires regular travel to construction jobsites and offices, with on-site presence at least four days weekly.

Manages HR business partner responsibilities including new-hire onboarding, recruiting support, job descriptions, compensation and benefits, performance management, employee relations, leave administration, safety programs, and M&A integration. Partners with managers and employees on policy compliance, coaching, benefits, performance improvement plans, and transitions. Requires travel to branch locations and proficiency with Microsoft Office; ERP experience is preferred.

Serve as a strategic HR advisor across multiple software companies and countries. Lead employee relations investigations, performance management, workforce planning, organizational design, manager coaching, people analytics, compliance guidance, and HR program development. Support M&A integration by harmonizing people practices across acquired entities, reinforcing culture, and managing cross-entity HR initiatives. Partner with senior leaders, legal counsel, Total Rewards, and Payroll in a fast-paced, multi-entity environment.

Leads HR due diligence, planning, and execution for mergers, acquisitions, divestitures, and transformation initiatives. Coordinates HR workstreams, Day-1 readiness, change management, communications, synergies, governance, and operational transitions. Owns the HR M&A playbook and serves as project management lead for strategic cross-functional HR initiatives, establishing standards, tracking risks, and ensuring timely delivery across HR disciplines.

Provides strategic HR consulting to the Division of Arts and Humanities, advising leaders on workforce planning, organizational design, talent management, performance, employee relations, compensation, labor policies, compliance, and change management. Uses HR metrics to guide recommendations and improve processes and employee experience. Partners with central HR teams and supports managers in a complex, decentralized, unionized environment.

Supports daily HR operations for 450+ staff across multiple campuses, including onboarding, offboarding, intern programs, compliance screening, communications, employee reviews, benefits, budgeting, expense reconciliation, reimbursements, workspace access, safety training, and staff events. Coordinates hospitality, supplies, volunteers, licensing administration, and special projects while handling confidential employee information.

Supports HR administrative processes across the employee lifecycle, including recruitment, onboarding, offboarding, benefits and leave inquiries, employee recordkeeping, compensation data processing, payroll support, reconciliations, reporting, audits, compliance, and new-hire orientation. Handles sensitive information confidentially, responds to employee inquiries, monitors employment processes, and ensures adherence to company policies and regulatory requirements.

Provides advanced HR Service Center support as an FMLA and leave-of-absence specialist. Advises employees, managers, and physician offices on leave policies, FMLA, ADA, workers’ compensation, benefits, and applicable laws. Maintains accurate records across multiple systems, resolves complex issues, improves processes, and supports data integrity. May oversee lower-level staff and review disciplinary reports. Requires advanced Excel skills, strong communication, analytical problem-solving abilities, five years of related experience, and a valid Tennessee driver’s license.

Provides advanced HR Service Center support specializing in FMLA and leave-of-absence administration. Interprets leave laws and policies, resolves complex employee and manager issues, maintains accurate records across HR systems, and improves operating processes. Advises on benefits, disability, workers’ compensation, ADA accommodations, and related HR functions. Communicates with employees, managers, and physician offices; may oversee junior staff. Requires advanced Excel skills, data analysis, and local travel.

Own TerraFirma’s HR function, including Rippling, employee relations, benefits, compliance, workforce planning, compensation, performance management, career development, engagement, leaves, workers’ compensation, and recruiting support. Build scalable HR systems and culture across engineering, field operations, manufacturing, and construction teams while advising leadership and ensuring Texas employment-law compliance.

Manages HR department operations, cross-functional projects, meetings, events, communications, and process documentation. Provides confidential executive assistance to the CHRO, including calendar and travel coordination, expense and invoice processing, contract review, document management, and meeting preparation. Serves as a liaison across HR teams and organizational stakeholders while handling sensitive information, tracking priorities, and coordinating departmental activities.

Leads HR strategy and execution across approximately twelve North American manufacturing and distribution sites. Advises operations and supply chain executives, manages HR leaders, oversees workforce planning, employee relations, organizational effectiveness, succession planning, talent initiatives, compliance, engagement, and HR metrics. Drives standardized processes, leadership development, continuous improvement, and consistent employee practices across geographically dispersed facilities. Remote U.S. role requiring approximately 30% travel.

Partners with business leaders on workforce planning, organizational effectiveness, employee relations, investigations, compliance, coaching, performance management, talent development, change management, compensation, HR operations, inclusion, and people analytics. Supports multi-state unionized and non-union operations while maintaining confidentiality, legal compliance, accurate documentation, and a strong employee experience.

Provides strategic and operational HR support to regional general managers and senior leaders. Responsibilities include leadership development, talent reviews, succession planning, employee relations investigations, organizational change management, compliance reporting, policy administration, and employee engagement initiatives. The role also advises on workforce planning, organizational effectiveness, employment law compliance, and HR data reporting while supporting employees across diverse teams and geographies.