Top HR Jobs

Senior HR professional responsible for advising management and employees, ensuring compliance with federal and state employment laws, managing union relationships, and administering discipline. Requires advanced HR certification and extensive HR administration experience to provide counsel and maintain productive labor relations.

Manage HR functions with 8+ years HR administration experience. Advise and counsel management and employees, ensure compliance with federal and state labor laws, maintain positive union relations, and recommend or administer disciplinary actions. PHR or SPHR certification required.

Manage full employee life cycle for a healthcare facility: recruit and vet candidates, complete onboarding in Workday, run new-hire orientation, oversee engagement events and surveys, manage training via Relias, coordinate benefits enrollment, handle off-boarding, support payroll reconciliation, and act as employee advocate for policies and benefits.

Manage full employee lifecycle for a skilled nursing facility: recruit and vet candidates with centralized team, complete Workday onboarding and orientation, run training via Relias, coordinate payroll tasks and benefits enrollment, manage engagement events and surveys, and support employee relations and off-boarding to improve retention.

Manage HR functions with 8+ years HR administration experience. Advise management and employees, ensure compliance with federal and state labor laws, maintain constructive union relations, and recommend/administer discipline. PHR or SPHR certification required.

The HR Business Administrator manages administrative services related to HR functions, payroll, compliance, reporting, and office support, ensuring smooth operations and effective communication.

Supports daily HR operations by maintaining confidential personnel records and HRIS (ADP/Workday); processes applications, onboarding, leaves (FMLA/PMLA), and terminations; generates reports; coordinates training and security badges; ensures compliance with Michigan and federal employment laws and FCRA.

Manage end-to-end PCS and deployment actions for civilian and contractor personnel. Coordinate passports, visas, medical readiness, security processing, and required training. Maintain deployment packets and personnel records, submit and track APACS country clearances, ensure accountability and compliance with Army, DoD, and Department of State requirements, and coordinate with embassies and stakeholders.

The Director of Client Strategy at Compass leads a team of consultants, manages client accounts, and drives engagement through effective HR strategies while ensuring high service standards.

Coordinate full employee lifecycle including onboarding/offboarding, payroll, benefits, time off, compliance, recruitment support, performance reviews, and general administrative and office operations to support nonprofit staff.

The Senior HR Strategy Consultant translates business goals into HR execution, managing the full HR lifecycle and collaborating with leadership on strategy implementation.

Lead HR and administrative functions including recruitment, onboarding, performance management, HR policy, payroll/benefits, OSHA and employment-law compliance, office operations, team leadership, budgeting, vendor and facilities management, workforce planning, and crisis/conflict resolution.

Lead HR strategy and operations: employee relations, conflict resolution, performance management, onboarding, pay equity audits, training, policy compliance, and HR reporting. Partner with executive leadership and board to align HR with organizational goals and maintain confidential personnel records.

Serve as a strategic HR partner to business leaders, leading employee and labor relations (including unionized workforces), conducting investigations, workforce planning, succession planning, and partnering with HR Centers of Excellence. Use data analysis and financial modeling to influence decisions, coach leaders on performance and development, and design programs to improve engagement and business outcomes. Travel approximately 10%.

Provide end-to-end HR operations support for US employees, including onboarding/offboarding, Oracle HCM Cloud transactions, HR compliance and audits, employee experience programs, ticketing system support, special projects, and confidential HR administration.

Serve as HR Business Partner for plant operations, handling labor/union relations, grievances, CBA administration, worker's compensation, compliance, investigations, onboarding/offboarding, performance management, and coaching leaders to attract and retain talent while supporting HR initiatives and regulatory requirements.

Design and develop blended learning solutions (ILT, eLearning, webinars, job aids), administer and publish SCORM content in the LMS, manage compliance training, produce learning analytics and reports, support Workday Learning configuration and rollout, and partner with SMEs and HR on training logistics and improvements.

Partner with leaders to deliver HR programs, handle complex employee relations, lead investigations and mediation, administer compensation and compliance, develop leadership and engagement programs, mentor junior HR staff, and support onboarding and employee experience. Bilingual English/Spanish fluency required.

Partner with branch leadership to handle daily HR operations, employee relations, onboarding, payroll updates in UltiPro, people metrics, training recommendations, and policy implementation to support branch efficiency and compliance.

The HR Business Partner delivers HR support aligned with business needs, focusing on employee relations, performance management, and HR policy guidance. Responsibilities include resolving employee issues, improving processes, and collaborating with stakeholders to enhance the employee experience.

Provides administrative support to the site HR department, including employee relations assistance, benefits communication, event and orientation coordination, reporting, documentation, filing, records maintenance, and HR program support. The role supports managers and employees, coordinates town halls and engagement activities, maintains organizational and attendance records, and participates in strategic HR projects. This is an on-site position requiring strong organization, communication, computer, and multitasking skills in a fast-paced manufacturing environment.

Serves as the strategic HR partner for NAMER Sales, Marketing, and Customer teams. Advises leaders on organizational design, team structure, performance, leadership effectiveness, talent strategy, and employee relations. Leads GTM people initiatives, coaches managers, supports hiring strategy and leveling, and partners with People functions to execute talent programs. Requires strong GTM knowledge, sound judgment, and the ability to operate strategically and operationally in an ambiguous, high-growth technology environment.

Manage human resources support across three veterinary emergency and specialty hospitals. Partner with leaders and employees on engagement, culture, employee relations, investigations, policy interpretation, performance management, onboarding, offboarding, compliance, labor management, and wage analysis. Collaborate with HR centers of excellence on recruiting, payroll, leave, total rewards, learning, and organizational initiatives. Frequent travel between Kansas locations and occasional U.S. travel are required.

Standalone HR Generalist responsible for benefits and leave administration, including open enrollment, COBRA, FMLA, workers’ compensation, ACA reporting, and vendor coordination. Leads employee engagement, culture, wellness, and satisfaction initiatives; manages surveys and action plans. Supports employee relations, investigations, performance management, HR policies, HRIS data integrity, reporting, and confidential recordkeeping while advising employees and managers across locations.

Supports core human resources functions across the employee lifecycle, including recruitment, onboarding and offboarding, benefits, performance management, leave administration, employee relations, compliance, records maintenance, and training coordination. The role provides HR guidance to employees and managers, manages confidential information, supports employment claims and verifications, and maintains accurate HR documentation. This is an onsite position requiring strong communication, organization, judgment, and attention to detail.