Top HR Jobs

Own complex HR operations workflows across employee changes, HR systems, payroll, benefits, compliance, and global employment processes. Improve HRIS configurations, automation, reporting, data integrity, documentation, and operational controls. Partner with HR, Finance, Legal, IT, managers, payroll providers, benefits vendors, and international employment partners to resolve issues and build scalable, audit-ready processes.

Leads strategic and day-to-day human resources operations for a complex manufacturing environment. Develops HR policies, advises leadership, oversees staffing, employee relations, compensation, training, compliance, talent management, and succession planning. Supervises HR personnel, mitigates employee and legal risks, analyzes workforce trends, drives process improvements, and partners with corporate HR functions. The role also supports union agreements, grievance resolution, organizational development, and employee career growth.

Leads daily HR operations, including hourly recruiting coordination, onboarding, employee records, payroll and benefits administration, temporary staffing management, attendance tracking, employee issue resolution, OSHA logs, workers’ compensation, FMLA, and HR reporting. Supports investigations, policy enforcement, employee communications, and HR staff. Requires discretion with confidential information and provides backup support to HR leadership.

Coordinates talent acquisition, employer branding, onboarding, employee engagement, HR records, benefits, leave, payroll coordination, compliance, development, retention, employee relations, and HR support for employees and managers.

The Human Resources Business Partner advises sales and marketing leaders on talent strategy, workforce planning, organizational design, employee relations, performance management, succession planning, compensation, engagement, and leadership development. The role uses workforce insights to address organizational challenges, supports business transformation and growth, coaches managers and senior leaders, and collaborates with HR centers of excellence to deliver scalable people solutions.

Provides broad HR operations and employee support, including HRIS administration, employee records, onboarding and offboarding, leave administration, policy interpretation, compliance, employee relations, performance management, recruiting support, reporting, and benefits or payroll inquiries. Maintains confidentiality, supports investigations and disciplinary processes, coordinates employment changes, and assists managers and employees with workplace concerns and HR programs.

Participates in a three-year rotational HR leadership development program covering talent management, compensation, learning and development, global HR, and plant HR. Completes strategic and operational assignments, builds leadership capabilities, collaborates across programs, and works with senior leaders and a dedicated mentor. One rotation may occur at another U.S. or international location.

Serves as a strategic HR advisor to assigned hospital-system client groups. Provides guidance on talent management, employee relations, labor relations, employment laws, union agreements, and HR policies. Analyzes workforce trends, coaches managers, conducts investigations, resolves complex workplace issues, and partners with leadership and HR centers of excellence on strategy, programs, and process improvements across multiple sites.

Provides administrative support to the recruiting team by managing temporary employee processes, maintaining ATS records and recruiting documentation, processing invoices, preparing recruiting reports, coordinating career fairs and hiring events, reviewing applications, and supporting recruiters with candidate and team administration.

Leads HR operations across the Americas, advising leaders and employees on people matters, employee relations, onboarding, offboarding, talent development, mobility, immigration coordination, payroll support, and HR metrics. Manages a regional HR team, partners with global HR leadership, drives consistent processes, mitigates employment risks, and supports talent management initiatives.

Serve as the strategic people partner to leaders across the company during rapid growth. Lead org design, headcount planning, leveling, performance and compensation cycles, employee relations, investigations, performance improvement, and separations. Coach managers through feedback and difficult conversations, use people data to guide decisions, build scalable HR playbooks, and automate repeatable People work with AI tools.

Coordinates confidential HR administration involving compensation, benefits, performance, and employee records. Supports employees and managers, conducts orientations and training, organizes engagement activities, communicates professionally, and helps enforce HR policies. The role requires discretion, sound judgment, and independent action within established guidelines while working onsite in Hutchinson, Minnesota.

Maintains and optimizes Workday HR and payroll systems, including business processes, integrations, data validation, conditional rules, reporting, dashboards, and release updates. Troubleshoots user issues, ensures report security and data integrity, maps processes, recommends enhancements, and trains HR and Payroll users. Documents procedures, supports system users, and shares HR technology best practices with leadership.

Supports HR administration, benefits documentation, onboarding, employment records, recruiting, background checks, college recruiting, career fairs, employee referrals, and learning and development. Maintains training curricula, applies adult-learning best practices, supports learners, and measures training effectiveness. Requires strong organization, communication, attention to detail, adaptability, motivation, and a bachelor’s degree with basic HR knowledge.

Supports employees and managers across HR administration, onboarding, benefits, leave administration, employee relations, compliance, training, safety, payroll, and timekeeping. Maintains confidential employee records, processes HR transactions in ADP, coordinates leave and accommodations, assists with workplace investigations and incident reporting, and provides guidance on HR policies and benefits.

Leads HR and payroll support for festivals, venues, touring teams, and event staff. Oversees weekly payroll processing, onboarding, timekeeping, HRIS data updates, personnel files, compliance documentation, employee training, and payroll issue resolution. Develops consistent regional payroll practices, supports HR projects, researches employment-law changes, maintains job descriptions, and mentors payroll staff.

Supports executive and senior leaders by aligning people strategies with business objectives. Leads workforce planning, organizational design, talent management, succession planning, leadership development, performance management, change management, and employee engagement initiatives. Uses workforce analytics and talent metrics to inform decisions, coaches leaders, facilitates organizational effectiveness, and collaborates with HR Centers of Expertise across a global, matrixed organization.

Leads day-to-day HR operations, full-cycle recruiting, onboarding and offboarding, employee records, benefits and payroll coordination, compliance, and employee engagement. Partners with hiring managers, employees, vendors, and agencies while maintaining HRIS data, supporting Paycom processes, improving HR workflows, and responding to routine HR and payroll questions.

Manages HR operations across multiple nonprofit sites, including regulatory clearances, audit-ready personnel records, Paycom administration, payroll, timekeeping, benefits, leave, compensation, employee relations, policies, records, and offboarding. Oversees compliance with federal, New York State, and New York City requirements; supports audits, reporting, workforce data integrity, mandated training, and manager guidance. Partners with leadership, Finance, Talent Acquisition, brokers, vendors, and program managers to maintain reliable employee lifecycle administration.

Provides strategic HR partnership for a 550-employee manufacturing factory team. Responsibilities include employee relations, investigations, workforce planning, recruiting, onboarding, talent management, engagement, communications, training, compliance, labor relations, conflict resolution, and HR metrics analysis. Partners with factory leadership to execute HR strategies, improve staffing and operational outcomes, support organizational change, and address personnel matters.

Owns enterprise HR reporting, dashboards, analytics, HRIS data governance, compliance tracking, and audit-ready reporting. Validates employee data, supports ADP systems, resolves data and integration issues, and provides workforce insights to HR and business leaders. The role also supports benefits, leave, compensation, performance programs, process improvement, documentation, training, and cross-functional HR initiatives.

Provides HR partnership and administrative support in a manufacturing plant, managing employee relations, recruiting, onboarding, leave and benefits administration, payroll readiness, workers’ compensation, compliance, OSHA recordkeeping, EHS initiatives, engagement, organizational development, and HR reporting. Collaborates with plant and corporate leadership to support workforce planning, employee retention, and a positive workplace culture.

Provides strategic HR partnership to business leaders in a global matrix organization. Develops and implements talent, engagement, retention, performance management, employee relations, compensation, organizational development, and change initiatives. Advises leaders, supports organizational effectiveness, coordinates complex HR projects, applies employment laws and HR best practices, uses HR analytics, and builds relationships across the organization. Travel may be required to support multiple locations.

Leads the people strategy for a multi-site, unionized manufacturing business. Advises the President and senior leadership team on workforce planning, labor and employee relations, talent acquisition, leadership development, succession, performance, engagement, organizational change and culture. Oversees approximately 10 HR professionals, strengthens union partnerships, supports operational excellence, develops critical-skill pipelines and ensures consistent HR execution across seven sites and three countries. Requires regular facility presence and travel of approximately 25% or less.

Partners with plant operations leadership and supervises the plant HR team in a manufacturing environment. Manages recruiting, onboarding, employee relations investigations, performance reviews, attendance, HRIS records, payroll and timekeeping support, compliance with employment laws and FLSA, training, audits, and HR policy administration. Provides strategic input, supports organizational change, resolves conflicts, analyzes data, and improves HR processes across hourly and salaried multi-state workforces.