Top HR Jobs

Partners with team leaders and HR teams to execute people strategies, employee engagement, workforce planning, training, organizational effectiveness, and process improvement. Provides general HR support, manages employee relations, retention, and recognition programs, resolves conflicts, and aligns HR initiatives with business objectives. The role is full-time and on-site, handling a high-volume workload while supporting operations teams and adapting to changing business needs.

Supports operations leaders by implementing HR strategies, employee engagement initiatives, workforce planning, training, organizational effectiveness, employee relations, retention, and recognition programs. The role provides general HR support, resolves employee matters, improves HR processes, and manages multiple priorities in a high-volume, on-site contact center environment.

Partners with leaders and HR teams to execute people strategies, employee engagement, workforce planning, training, organizational effectiveness, and process improvements. Provides general HR support, manages employee relations, retention, and recognition programs, resolves workplace issues, and aligns HR initiatives with business objectives. The role requires strong communication, organization, conflict resolution, presentation, and multitasking skills in a high-volume, on-site environment.

Partners with leaders and operations teams to implement HR strategies, support employee relations, improve organizational effectiveness, and drive engagement, retention, recognition, training, and process improvements. Provides general HR support, manages multiple priorities, collaborates with remote HR teams, and translates business needs into effective people initiatives.

The HR Generalist manages employee relations, onboarding, HRIS records, employee files, accrual data, I-9 verification, and confidential personnel information. The role provides HRIS support, maintains employee databases in ADP and/or Deltek, responds to employee questions, and supports effective communication across the organization. A bachelor’s degree in Human Resources or Business and 6–10 years of HR experience are required.

Supports recruiting, resume review, candidate communications, interview scheduling, onboarding, training coordination, HRIS data entry and audits, employee relations activities, HR research, and project teams. The intern also assists with job requisitions, orientations, organizational announcements, training logistics, file management, and related HR projects.

Leads the full HR function for Clarios’ Data Centers and Connected Services business. Partners with the business president and leadership team on organizational design, talent acquisition, workforce planning, succession, performance, compensation, employee relations, labor relations, culture, development, compliance, and HR analytics. Builds scalable HR frameworks, policies, leadership capability, and high-performance culture while supporting rapid international growth.

Leads the human resources function for approximately 600 corporate employees, developing and executing HR strategy, employee relations, recruiting, leadership development, compensation, benefits, training, and compliance programs. Partners with C-suite executives and senior leadership, oversees three direct reports, advises on employment matters, and collaborates with corporate and operational divisions to deliver integrated HR initiatives.

Partners with G&A leaders to align talent strategies, coach managers, support employee relations and organizational design, guide workforce planning, improve engagement and culture, collaborate on hiring, execute HR programs, and use workforce data to inform people decisions.

Supports broad HR operations including full-cycle recruitment, onboarding, leave administration, performance evaluations, training records, compensation planning, compliance reporting, and employee support. The role partners with managers, Payroll, and HR colleagues; administers HR systems; manages seasonal staffing; guides employees through leave processes; and coordinates performance and compensation cycles. This is a full-time, year-round, on-site position requiring strong organization, communication, discretion, and California HR compliance knowledge.

Provides comprehensive HR support across recruitment, onboarding, employee relations, training, policy communication, compliance, HRIS administration, compensation guidance, employee records, exit processes, and engagement initiatives. Partners with employees and leaders to resolve concerns, interpret policies, maintain accurate personnel data, support rewards programs, and use workforce metrics to inform departmental goals.

Supports daily HR operations by processing new-hire paperwork, completing employment verifications, maintaining employee files, updating HR information, and assisting with general HR office administration. Serves as a contact for seasonal hiring leaders and handles confidential employee and applicant data. Requires strong communication, attention to detail, organization, and proficiency with Microsoft Office applications.

Supports daily HR operations by processing new-hire forms, completing employment verifications, maintaining employee files, updating HR information, administering employee and applicant data in the HRIS, and assisting hiring leaders and the HR team. The role requires confidentiality, attention to detail, strong communication, and the ability to work independently in a fast-paced corporate environment.

Coordinates HR process and project governance activities, including documentation, repositories, meetings, action tracking, project plans, portfolio reporting, process discovery, continuous improvement, and implementation support. Maintains project records, templates, dashboards, and operating tools while collaborating with HR stakeholders and following up on milestones, risks, decisions, and deliverables.

Supports HR process design, documentation, governance, and continuous improvement across the employee lifecycle. Maintains process repositories and facilitates discovery sessions, analyzes current and future-state processes, and leads improvement efforts. Manages HR projects and workstreams, including planning, reporting, risk tracking, stakeholder coordination, testing, readiness, training, and implementation stabilization. Also supports HR technology implementations, portfolio administration, metrics, and standardized operating practices.

Leads global HR process strategy, governance, standardization, compliance, optimization, and digital transformation. Owns the Oracle HCM Cloud implementation, HR technology partnership, process improvement, and enterprise HR initiative portfolio. Establishes performance metrics, prioritization frameworks, and change management strategies while partnering with senior stakeholders and leading a high-performing team. The role requires extensive progressive HR experience and leadership of global HRIS implementations and enterprise-wide initiatives.

Leads all plant HR functions for hourly and salaried employees in a multi-shift manufacturing facility. Responsibilities include workforce planning, employee relations, investigations, recruiting, onboarding, attendance and performance management, training, succession planning, employment-law compliance, HR reporting through SAP or another HRIS, and culture and continuous-improvement initiatives. Partners closely with plant leadership and maintains a visible presence across production shifts.

Supports HR operations at an onsite manufacturing facility, including recruiting, onboarding, employee relations, compensation, benefits, training, performance management, compliance, engagement, investigations, HR reporting, and special projects. Partners with managers and Talent Acquisition, coaches employees and leaders, supports organizational change, and promotes an inclusive, continuously improving workplace culture.

Manage the strategy, administration, compliance, and continuous improvement of multi-state employee benefits programs. Responsibilities include open enrollment, vendor and broker management, regulatory compliance, benefits communications, payroll reconciliation, budgeting, employee support, and M&A benefits due diligence. The role partners with HR, Payroll, Legal, Finance, and external vendors to ensure competitive, compliant, cost-effective benefits offerings.

The Senior HR Business Partner provides strategic HR counsel to leaders, aligns people strategies with business goals, and drives core HR programs across the employee lifecycle in a fast-paced global environment.

Partner with business leaders to design and execute talent strategies across compensation, benefits, DE&I, learning, talent management, organizational design, and employee relations. Influence leaders, leverage data, collaborate with HR Centers of Excellence, drive talent pipeline and internal mobility, and improve engagement and organizational effectiveness.

Partner with C-suite and G&A leaders to design workforce strategies, lead talent reviews, coaching, performance management, org design, employee relations, compliance, and people-data driven improvements during high-growth scaling.

Supports HR administration across onboarding, benefits, recruitment, employee records, data entry, employment changes, reporting, audits, employee inquiries, and document retention. Coordinates benefits reconciliations and open enrollment, assists with recruiting and company events, maintains accurate confidential files, and completes special projects with limited supervision.

Lead global HR technology strategy, build and manage an HRIS team, drive Workday and HR platform implementations, prioritize and deliver HR tech and continuous improvement projects, apply emerging technologies (including AI), and partner with HR, IT, and Data & Analytics to ensure scalable, secure HR systems and strong employee experience.

Leads an integrated enterprise talent and people strategy across talent acquisition, workforce planning, development, mobility, succession, belonging, wellness, and retention. Partners with the CHRO and executives to align workforce capabilities with healthcare growth and clinical priorities. Oversees talent framework design, workforce analytics, employee experience initiatives, HR technology, and success metrics while leading multidisciplinary teams and large-scale change.