Top HR Jobs

Serves as a strategic HR business partner to executives and leaders, leading workforce planning, organizational design, talent and performance management, employee relations, engagement, leadership development, compliance, HR operations, analytics, and global people initiatives. The role advises leaders, mentors HR professionals, drives organizational change, improves HR processes, and supports growth, transformation, and employee experience across the organization.

Leads the Human Resources function, overseeing HR operations, employee relations, compliance, recruitment, compensation and benefits, HRIS, workforce analytics, engagement, and talent development. Partners with organizational leaders to manage risk, improve processes, support workforce planning, and ensure consistent delivery of HR programs. Supervises multiple HR disciplines, develops HR professionals, promotes succession planning, and advances employee experience and organizational effectiveness.

Serves as a strategic HR partner to business leaders, advising on workforce planning, talent management, employee engagement, performance, labor relations, collective bargaining, compliance, organizational change, and HR program delivery. Leads cross-functional HR projects, supports organizational transformations, and collaborates with Legal and Centers of Expertise to resolve employee matters and implement people strategies.

Serves as an HR business partner to HR, Legal, and business leaders; advises on employee relations, compliance, performance management, compensation, training, workers’ compensation, and labor relations. Supports collective bargaining, contract negotiations, investigations, government reporting, and HR budgeting. Partners with Talent Acquisition and management to ensure equitable, legally compliant people practices.

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.

Serves as an HR business partner and trusted advisor to leaders across assigned offices. Provides coaching and guidance on employee relations, performance management, investigations, organizational change, talent development, engagement, retention, and workforce planning. Partners with senior leaders and Talent teams to support firmwide priorities, analyze workforce trends, improve HR practices, and ensure employment-law compliance.

Supports regional HR service delivery across the employee lifecycle, including onboarding, employee changes, offboarding, policy application, employee relations administration, performance and compensation processes, HRIS data maintenance, reporting, and culture and talent initiatives. The role responds to HR queries, supports managers and stakeholders, coordinates HR projects, maintains compliance with local labor laws, and contributes to policy improvements and employee experience.

Provides day-to-day HR support for military personnel, government civilians, and contractors at Hanscom AFB. Maintains personnel databases, manages onboarding and offboarding, updates military positions and organizational records, tracks vacancies and awards, coordinates Reserve orders and funding, manages deployment training requirements, monitors personnel actions, participates in organizational meetings, and delivers personnel status briefings to senior leadership.

Supports HR regulatory administration, employee and contractor onboarding, Workday recordkeeping, credential and competency tracking, personnel file maintenance, badge creation, audit preparation, sanction reporting, education documentation, and survey readiness. The role coordinates with employees, physicians, candidates, leaders, and regulatory agencies while ensuring confidential records remain accurate, complete, and compliant with hospital standards.

Serve as a strategic HR advisor to North Region leaders, driving workforce planning, organizational design, change management, talent strategy, leadership coaching, employee and labor relations coordination, and workforce analytics to improve organizational effectiveness and business outcomes.

Lead enterprise HR transformation initiatives to modernize HR operations, design future-state processes, drive automation and adoption, manage change, and partner cross-functionally to implement scalable HR solutions and governance across the employee lifecycle.

Support administration and improvement of global compensation programs and job architecture. Manage compensation surveys, benchmarking, Workday-enabled processes, annual compensation cycles, incentive plan administration, data integrity/auditing, reporting/analytics, and cross-functional coordination with HR, Finance, Legal, Payroll, and Recruiting.

The Senior HR Business Partner will support a global business by aligning HR strategies with organizational goals. Responsibilities include organizational design, change management, workforce planning, leadership development, talent management, employee relations, engagement, and organizational transformation. The role partners with HR centers of excellence, uses workforce metrics for decision-making, and ensures consistent yet regionally appropriate HR practices across a multinational workforce.

Directs human resources and benefits administration across casino operations and the CNGBOD Office. Advises executive leadership and casino managers on employment law, employee relations, evaluations, discipline, benefits, training, personnel records, unemployment claims, and equitable employment practices. Produces workforce reports, coordinates standardized HR procedures with casinos and the Tribal Gaming Commission, and promotes customer service and a unified corporate culture. Requires flexibility to work evenings, weekends, holidays, and in casino environments.

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.

Lead human resources strategy and operations across three hospitality properties. Manage recruitment, employee relations, training, compliance, payroll, benefits, performance management, engagement, retention, budgets, and reporting. Provide HR coaching to property-level leaders, oversee labor-law compliance, and support a positive organizational culture.

Coordinates day-to-day HR administration, including onboarding, I-9 verification, HRIS data entry, personnel file management, inbox triage, employee support, payroll timecard verification, offboarding, compliance activities, reporting, and scheduling. Supports HR team members across two locations while maintaining confidentiality, accuracy, organized records, and responsive employee service.

Manage complex employee HR cases involving organizational changes, leaves of absence, and workplace accommodations. Provide guidance, assess risks, coordinate with Legal, Employee Relations, HRBPs, vendors, and other partners, and resolve inquiries within service-level timelines. Maintain accurate, audit-ready documentation, identify case trends, support policy and process updates, and contribute to scalable HR service improvements.

Serves as the plant’s HR Business Partner and leadership-team advisor. Develops and executes HR strategy, workforce planning, recruiting, succession planning, learning and development, performance management, compensation, benefits, employee engagement, and employee relations programs. Ensures compliance with employment laws and HR policies while improving process efficiency, supporting diversity and inclusion, and advising plant leaders and supervisors. The role requires seven years of HR management experience in manufacturing and includes 10% travel.

The HR Business Partner serves as a strategic consultant and trusted partner to leaders and employees. Responsibilities include employee relations investigations, performance management, leadership coaching, succession planning, talent acquisition support, policy interpretation, compliance with employment laws, organizational trend analysis, training needs identification, and HR process improvement. The role also handles escalated workers’ compensation, leave, ADA, and unemployment matters while supporting organizational initiatives and maintaining confidentiality.

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.

The Learning and Development Manager will build and embed organization-wide programs for performance management, graduate development, leadership, career progression, mentoring, and succession planning. Responsibilities include creating development frameworks, supporting managers with coaching and feedback, partnering on graduate workforce planning, managing external providers, implementing L&D systems, measuring program effectiveness, and continuously improving initiatives based on business needs.

Supports day-to-day HR operations across recruiting, onboarding, employee relations, HRIS administration, timekeeping, compliance, payroll backup, and employee experience. Manages the internship program, coordinates career fairs, maintains employee records, supports investigations and performance processes, and assists with workforce reporting and process improvements. Serves as a resource for employees and managers while maintaining confidentiality and consistent HR practices.

Supports site leadership and employees across the HR lifecycle, including recruiting, onboarding, employee relations, performance, compensation, benefits, compliance, workforce planning, engagement, DEI, and retention. Advises managers on policies, labor laws, talent development, investigations, and change management. Coordinates recruitment programs, job fairs, HR initiatives, employee communications, and sustainability activities while partnering with corporate HR centers of excellence.

Serve as strategic HR advisor to leaders across manufacturing, supply chain, sales, and corporate functions. Lead full-cycle recruiting, employee relations and investigations, performance management, workforce planning, benefits administration, HR compliance, payroll auditing, and engagement initiatives. Coach managers, analyze HR metrics, support succession planning and training, and maintain HR policies and documentation in a fast-paced manufacturing environment.