Top HR Jobs

Serve as a strategic HR partner to business leaders, advising on workforce planning, org design, talent management, change management, employee relations, and people analytics. Drive performance calibration, succession planning, engagement initiatives, and complex employee matters while leveraging Workday and Culture Amp to inform decisions.

Coordinate HR projects and programs from planning through execution; support the CHRO and HR leadership with schedules, agendas, reporting, and communications; manage onboarding/offboarding tasks, swag/inventory, office administration, and employee engagement events; produce data-driven reports and dashboards using HR tools and BI; monitor HR inbox/ticketing SLAs; ensure compliance with employment laws and collaborate with legal/compliance teams.

The HR Coordinator will manage HR processes, support onboarding and compliance, maintain employee records, and partner with leaders to ensure HR alignment globally.

The Senior Human Resources Generalist will drive successful project deliveries in HR systems, manage employee relations, and oversee onboarding and exit processes.

The HR Representative supports employee relations, recruiting, benefits administration, and ensures compliance with HR processes. This role involves reporting and managing associate recognition programs while enhancing workplace culture.

As an HR Coordinator, you will support talent acquisition, onboarding, and employee development, ensuring efficient HR operations and collaboration across teams.

The HR Operations Specialist will support HR functions, manage employee data, assist in the employee lifecycle, and contribute to HR projects.

Serve as on-site HR liaison for Burlington, Rochester, and Minnetonka sites. Support site leaders, guide managers on performance and policy, foster culture alignment, lead HR communications, assist with enrollments/training, support investigations, act as primary I-9 agent, and travel quarterly to Minnesota sites and annually to headquarters.

The Sr. Human Resources Manager leads HR functions, partners with leaders to enhance employee engagement, and develops HR initiatives for a diverse workforce in a manufacturing environment.

Lead HR for manufacturing plants: ensure compliance with employment laws, support and guide plant HR staff, investigate complaints, manage recruitment and performance systems, conduct FLSA/HR audits and HRIS audits, report HR metrics, support projects and budgeting, assess training, and spend at least 30% of time on the production floor. Role is 100% onsite with up to 20% travel.

Serve as strategic HR partner to senior managers in finance and legal, advising on talent, performance, compensation, workforce planning, and organizational design. Lead execution of human capital plans, drive engagement and change initiatives, partner with HR Centers of Excellence and internal teams, provide data-driven HR insights, ensure regulatory and control compliance, and support transformation workstreams.

The HR Business Partner provides strategic HR guidance to leaders, supports employee relations, drives HR initiatives, and collaborates on talent management strategies.

The HR Manager leads recruiting, onboarding, talent management, retention strategies, and ensures compliance with HR laws while fostering a positive company culture.

Serve as the primary HR leader for the Austin office (with some support for Chicago and New York), partnering with leaders on organizational design, performance management, employee relations, engagement, onboarding/offboarding, HR analytics, and global People programs. Leverage Workday and AI tools to improve HR processes, ensure compliance with local laws, and support talent development, succession planning, and continuous improvement.

Administer and support employee benefits and retirement programs (401(k)), reconcile vendor invoices, perform eligibility/enrollment audits, manage HSA and EOI tracking, run wellness and enrollment communications, provide bilingual English/Spanish benefits support, partner with vendors and stakeholders, and complete special projects to improve benefits administration.

Partner with leadership to provide strategic HR support, handle employee relations and investigations, coach managers, drive talent development and succession planning, use HR analytics to inform workforce planning, and support DEI and HR process improvements. Hybrid role with some clinic visits.

Participate in a paid 60-minute remote interview to describe daily HR workflows, how you use HR software, and provide candid feedback on pain points; optional follow-up exercises may be requested.

Remote HR Operations Manager supporting California restaurant operations. Owns employee relations, compliance (CA employment law), recruiting, payroll (Paylocity), HRIS data entry, workers' compensation, training, investigations, reporting, and cross-functional HR partnership. Acts as trusted advisor to managers and executes HR strategies to improve organizational effectiveness. Must be bilingual (Spanish) and able to travel to the Bay Area several times per year.

Senior HR Business Partner responsible for end-to-end recruiting, onboarding, employee relations, and union/CBA administration. Serves as a trusted advisor to managers, leads complex investigations and grievance processes, supports workforce planning, and ensures compliance with employment law and labor agreements.

Provide administrative support to HR including onboarding, personnel file maintenance, recruitment assistance, HRIS data entry, scheduling, and employee inquiries. Ensure compliance with policies and perform general office duties and special projects as assigned.

The HR Specialist supports plant operations, focusing on employee relations, recruitment, performance management, compliance, and HR projects, ensuring effective HR processes and employee engagement.

Provide on-site HR support across the employee lifecycle including recruitment, onboarding, performance management, offboarding, compliance, and payroll enquiries. Assist HR Superintendent with process documentation, tools, and policy development. Handle administrative HR duties and ad-hoc tasks as directed, ensuring accurate, timely service and stakeholder support.

Lead rebuilding of HR functions: develop policies and procedures, administer HR programs and benefits, maintain personnel files and HRIS, ensure legal compliance, advise management on employment matters, and support employee relations and performance management.

Participate in a 10–14 week HR internship supporting HR Business Partner functions, talent management, compensation & benefits, and other HR projects. Receive training, mentorship, networking, seminars, site visits, and present internship outcomes to HR leaders.

Lead HR strategy and operations across a multi-state nonprofit. Responsibilities include workforce planning, compliance, employee relations, talent acquisition, compensation and benefits, performance management, HR systems (Paycom), and organizational development. Partner with executive leadership to build scalable, consistent HR practices, risk mitigation, and HR metrics/reporting.