Top HR Jobs

Act as a strategic HR advisor for a business unit: develop and implement tailored talent strategies, advise on employee and labor relations, lead performance management, workforce and succession planning, onboarding, compensation guidance, and data-driven talent decisions. Partner with HR centers of expertise, communicate policies, mitigate risk, and promote USC culture and inclusion.

Executes HR transactions in Workday and UKG, manages employee cases within service-level agreements, supports HR teams and employees, maintains process documentation, monitors operational metrics, and drives standardized process improvements across North America. Partners with Talent Business Partners, Legal, HR Operations, and external benefits, payroll, and HR service providers while providing guidance on HR processes and self-service tools.

Lead and build HR function for a growing multi-unit restaurant group: establish processes, drive KPIs (turnover, time-to-hire), ensure multi-state compliance (strong California knowledge), manage recruitment, onboarding, employee relations, payroll/benefits coordination, training, and travel to sites as needed.

Senior HR leader responsible for building and scaling the People function for a high-growth AI software company. Partner with CEO and exec team to translate business strategy into people strategy, lead org design, workforce planning, talent acquisition, performance management, compensation, retention, leadership development, and employee lifecycle. Drive data-driven hiring, leverage AI and automation to scale HR operations, and build a high-performance culture through change management and leadership coaching.

Manage end-to-end HR operations including data entry, auditing HRIS, onboarding communications, new-hire documentation (I-9s, background checks), recurring and ad-hoc reporting, interview scheduling, SOP maintenance, and employee-facing HR support to ensure compliance and a positive employee experience.

Serve as a strategic HR advisor to senior leaders, driving talent management, workforce planning, organizational design, change management, leadership coaching, employee relations, and HR analytics to improve organizational effectiveness and employee engagement.

Hands-on HR Generalist supporting a ~50-person Syracuse site. Manage full employee lifecycle: recruiting, onboarding, payroll, benefits, performance reviews, HRIS recordkeeping, training, safety, employee relations, and compliance with employment laws.

Partner with commercial sales leadership to design and execute talent strategies, workforce planning, and sales capability programs. Lead org design, performance management, incentives, leadership development, change management, and HR analytics to improve sales productivity, retention, and quota attainment across global sales and marketing teams.

Lead global HR repositioning strategy, standardize processes, update training, and drive large-scale SBG transformations (site openings/closings, workforce planning, M&A). Partner with HR stakeholders, manage projects end-to-end, improve the Repo Operating System and training materials, and foster continuous improvement and cross-cultural collaboration to support Honeywell's strategic direction and employee outcomes.

Lead HR Advisor function for the Americas, translating enterprise HR strategy into scalable advisor practices. Provide strategic HR guidance, drive manager enablement, simplify HR processes, and implement AI-enabled and digital HR solutions while ensuring compliance, employee engagement, and people leadership capability.

Serve as the primary HR advisor for corporate, retail, and warehouse teams across multiple states. Lead employee relations, investigations, performance management, leave administration (FMLA/ADA), talent acquisition support, benefits administration, compliance, training, HR metrics analysis, and supervise the HR Generalist and Office Administrator. Align HR strategy with business goals and support workforce planning and engagement initiatives.

Serve as an HR generalist supporting the full employee lifecycle: employee relations, onboarding, LMS management, benefits and payroll support, recruitment, compliance, reporting, leave administration, surveys/recognition, and HR process improvement. Partner with leaders to drive culture, investigate claims, maintain HR systems (UKG, SharePoint), and deliver exceptional employee service to sustain retention and engagement goals.

Serve as a fractional Director of HR advising alternative asset firms and family offices on full-scope HR programs: policy design, compliance, compensation, talent management, employee relations, vendor oversight, people analytics, and special projects. Develop actionable plans, KPIs, and measurement frameworks; support managers, handle sensitive investigations and regulatory matters, and drive leadership development and succession planning.

Serve as HR Business Partner directing HR activities (recruitment, classification, payroll, benefits, discipline) for assigned program areas; approve HR actions, prepare monthly PAR reports, advise senior leaders on staffing and policy compliance, develop conflict-resolution and staffing solutions, negotiate sensitive issues with HRS, and supervise a Deputy HRBP.

Serve as DFCH HR liaison supporting payroll/personnel, maintain organizational charts, conduct site visits, co-facilitate HR meetings, provide training and technical assistance (e.g., performance evaluations, Citytime, ESS), manage leave requests, produce vacancy analysis with Tableau, participate in hiring panels, and coordinate position responsibilities and performance expectations.

Serve as the HR liaison for Division of Family and Child Health programs, supporting payroll/personnel issues, organizational chart maintenance, leave coordination, vacancy analysis (Tableau), HR training, site visits, interview panels, and regular vacancy and hiring meetings with supervisors and leadership.

Lead on-property HR for a luxury hotel, managing union and non-union labor relations, onboarding, compliance, HRIS administration, leave tracking, payroll coordination, and employee engagement. Handle grievances, CBA interpretation, audits, reporting, and support culture and special HR projects.

Lead all on-property HR functions for a luxury, mixed-use hotel property: full-cycle onboarding, employee relations, compliance, HRIS data integrity (Paylocity preferred), payroll and leave coordination, culture and recognition programs, reporting, and pre-opening recruitment. Act as strategic partner to leadership and advocate for employees.

Lead HR for a newly relaunched luxury hotel: design talent acquisition, build and onboard a 100+ team, manage employee relations, ensure legal compliance, maintain HRIS/payroll/benefits data, administer leave and payroll coordination, drive culture and engagement, and support cross-functional HR projects.

Serve as strategic HR leader for MML corporate group, partnering with executives on org design and headcount. Oversee multi-state compliance, employee relations, HRIS (Paylocity) optimization, compensation and benefits administration, standardized onboarding/performance/offboarding, and culture and training initiatives that reinforce the hospitality-driven brand.

Manage administration and communication of employee benefits (medical, dental, vision, life, disability, voluntary), 401(k) processes, leave/FMLA administration, compliance (ERISA/ACA/COBRA), benefits reporting, open enrollment, payroll coordination, and employee education.

Oversee HR operations including recruitment, onboarding/offboarding, benefits administration, HRIS/payroll support, policy drafting, employee relations, training oversight, and HR team supervision to support program departments and audits/grants.

Manage HR operations including onboarding, recruitment, payroll/timekeeping coordination, compensation reviews, labor relations, policy interpretation, reporting, staff supervision, cross-training, and special projects to ensure HR service continuity and compliance within a unionized public-sector environment.

Provide clerical and HR administrative support including data entry, personnel record maintenance, processing HR paperwork (promotions, separations, onboarding), scheduling interviews, posting jobs on SmartRecruiters, preparing reports and tracking logs, and supporting bureau onboarding and employee engagement activities.

Serve as a trusted HR advisor to assigned hospital client groups, providing guidance on talent management, labor relations, employee investigations, policy interpretation, metrics-driven HR strategy, manager coaching, and cross-functional HR initiatives to improve morale, productivity, and retention.