Top HR Jobs

Senior HR Generalist responsible for employee relations, workplace investigations, performance management, manager coaching, HR compliance, leaves, accommodations, workers’ compensation, benefits matters, employee records, retention, workforce planning, and engagement. The role advises employees, managers, and leadership across a regulated healthcare workforce while ensuring compliance with federal, New York State, and New York City employment requirements.

Lead and scale HR strategy and people operations across a multi-state home healthcare organization. Oversee employee relations, compliance, payroll, benefits, workforce planning, HR systems, leadership development, and organizational growth. Advise executives, build scalable policies and infrastructure, support acquisitions and location integrations, and lead the HR team. The role requires hands-on executive leadership and regular travel to company locations.

Provides day-to-day HR support for hourly production employees and frontline leaders in a 24/7 manufacturing environment. Responsibilities include employee relations, policy administration, onboarding, recruiting, attendance and leave administration, HRIS records, workforce reporting, benefits and performance processes, and compliance with labor laws. The role partners with managers, investigates complaints, supports multiple shifts, and facilitates HR-related meetings and orientations.

Lead HR strategy and people operations for a rapidly growing, multi-state home healthcare organization. Oversee employee relations, compliance, payroll, benefits, workforce planning, HR systems, leadership development, and organizational growth. Advise executives, build scalable HR infrastructure, support acquisitions and new locations, and lead the HR team across corporate, clinical, administrative, and field-based workforces. Regular travel to company locations is required.

Provides employee relations support through conflict resolution, grievance case management, labor-law and policy guidance, documentation, trend analysis, and manager training. Maintains confidential records, interprets HR policies, supports performance and behavior management, and promotes fair, consistent workplace practices. Manages multiple cases while collaborating with employees, leaders, and stakeholders in a fast-paced healthcare organization.

Leads the organization’s human resources function, including employee relations, policy administration, recruitment, onboarding, benefits, training, performance management, HRIS transactions, compliance, employee engagement, reporting, and annual HR programs. Advises leadership and employees on workplace matters, manages confidential information, oversees recruitment and screening processes, administers benefits and training, and ensures accurate personnel records and HR operations.

Build and lead Peak21’s centralized People and Talent Operations function across its portfolio companies. Responsibilities include developing HR infrastructure, policies, benefits, compliance standards, recruiting systems, sourcing strategies, employee lifecycle processes, people metrics, employer branding, and candidate experience. The role partners closely with founders and senior leaders to improve hiring quality, retention, onboarding, performance management, compensation planning, and scalable people operations.

The Senior Human Resources Generalist supports policy and compliance, employee and labor relations, recruiting, onboarding, compensation, benefits, HRIS, performance management, learning and development, and workforce reporting. The role advises employees and managers, investigates employment issues, coordinates training and performance processes, maintains HR records, supports audits and affirmative action requirements, and partners with payroll and benefits teams. It requires managing multiple priorities while ensuring legal compliance, confidentiality, and effective employee support.

Provides enterprise HR strategy and leadership for HR Business Partners, Regional HR Directors, and employee experience functions. Partners with executive, clinical, and operational leaders on workforce planning, organizational effectiveness, culture, talent strategy, succession planning, leadership development, and transformation. Establishes HR governance and workforce metrics while collaborating with Finance and HR Centers of Excellence to improve programs, processes, and technology. Requires healthcare workforce experience and substantial executive-level HR leadership.

The Director, HR Business Partner serves as a strategic advisor to Legal Market leadership, aligning people strategy with business goals. Responsibilities include organizational design, change management, workforce planning, succession planning, talent reviews, leadership coaching, performance management, engagement, inclusion, and compensation partnership. The role provides workforce analytics, supports early-career programs, and collaborates with HR centers of excellence to strengthen organizational effectiveness, leadership capability, culture, and long-term growth.

Manage core HR and administrative operations remotely, including drafting job descriptions, screening candidates, conducting initial interviews, organizing confidential employee records, tracking expiring credentials, auditing timecards, monitoring PTO and call-offs, and coordinating performance review schedules. The role requires strong confidentiality, communication, organization, Google Workspace expertise, and familiarity with HRMS, payroll, video conferencing, and collaboration tools.

The Human Resources Manager leads daily HR operations for a multi-site, unionized workforce. Responsibilities include employee and labor relations, investigations, collective bargaining support, onboarding, compensation and classification, HR compliance, leave and workers’ compensation support, HR technology improvements, and supervision of HR staff. The role coaches managers, interprets policies and labor agreements, partners on recruitment, administers onboarding requirements, and supports equitable, legally compliant workplace practices.

Execute the final phase of an HRIS and payroll data migration from ADP to Rippling. Responsibilities include extracting and archiving historical employee and payroll records, mapping and uploading data, organizing files in Rippling and Google Drive, auditing records for accuracy and compliance, protecting sensitive PII and PHI, and reporting migration progress to HR and Payroll leadership.

Partners with business leaders to provide strategic HR guidance and resolve complex workforce issues. Responsibilities include employee relations investigations, conflict resolution, performance management, coaching, talent planning, compliance with employment laws, and workforce analytics. The role serves as the primary HR contact for an assigned business unit and collaborates with Recruiting, HR Operations, Payroll, and Benefits teams.

Manages site-wide human resources activities, including compliance, recruiting, onboarding, compensation, performance management, career pathing, training, employee relations, affirmative action, and EEO reporting. Develops department goals, policies, procedures, and continuous improvement initiatives while partnering with managers and employees across the plant.

Supports the HR function by developing team autonomy, leading HR process and policy initiatives, applying HR systems, and delivering operational excellence. The role identifies business-building opportunities within a plant and balances employee and business needs. Candidates must have a relevant bachelor’s degree, strong communication and teamwork skills, and the ability to lead initiatives and projects. Relocation opportunities may arise throughout the career.

Regional Human Resources Manager supporting sites across multiple states and time zones. Responsibilities include employee relations, investigations, payroll updates, recruiting partnership, talent assessment, manager coaching, training recommendations, people metrics, policy implementation, and employment-law compliance. The role partners with branch leadership to improve operational efficiency, employee experience, and management effectiveness in warehouse and logistics environments.

Leads site HR strategy for a manufacturing workforce, partnering with leadership on employee relations, compliance, workforce planning, talent acquisition, performance management, engagement, leadership development, organizational effectiveness, and change management. Oversees HR operations, analytics, records, policy application, and continuous improvement while managing and developing the HR team. The role is fully onsite in Horseheads, New York.

Manages day-to-day HR operations, shared services, HRIS transactions, employee service delivery, compliance, reporting, analytics, and case management. Supports policy administration, audit readiness, process standardization, automation, data integrity, and HR service improvements. Partners with Legal, Finance, Compliance, and senior HR leadership while mentoring HR operations staff and supporting organizational change.

The HR & Recruiting Specialist will manage recruiting, onboarding, and employee development. The role fosters team culture and supports leadership initiatives to improve workforce performance.

The HR Specialist supports HR initiatives in a manufacturing setting, focusing on recruitment, employee relations, policy guidance, benefits administration, compliance, reporting, and training support.

The HR Generalist supports employees and managers at an onsite manufacturing facility. Responsibilities include hourly recruiting, onboarding, HRIS data management, payroll and timekeeping support, attendance and headcount reporting, employee events, policy guidance, workplace investigations, and employee concern resolution. The role requires maintaining confidentiality, supporting multiple shifts, and ensuring consistent application of HR policies and procedures.

Supports recruiting and learning and development activities, including job postings, resume screening, interview scheduling, candidate communications, training coordination, LMS administration, HR project tracking, reporting, and employee engagement events. The intern also provides general HR administrative support, maintains confidential records, and works across Austin and Bastrop, Texas locations.

Leads strategic and tactical HR support for a designated division, advising leaders on employee relations, performance management, compensation, talent management, engagement, organizational development, succession planning, recruiting, compliance, and employment law. Serves as the primary HR partner to leadership, coaches managers, implements people strategies, manages sensitive investigations, and supports regulatory reporting and HR communications across a multisite organization.

Partners with Sales and Digital Growth leaders to execute commercial people strategies. Advises senior leaders on talent, performance, engagement, organization design, workforce planning, succession, development, compensation, employee relations, and change management. Uses HR data and workforce insights to identify risks and recommend solutions, collaborates with HR centers of excellence, handles confidential matters, and advances leadership capability and organizational effectiveness.