Top HR Jobs

Serve as primary HR partner for a ~400-employee portfolio, advising leaders on employee relations, investigations, performance management, compliance, training, unemployment/EEOC claims, and HR projects to strengthen culture and organizational performance.

Serve as a trusted HR advisor across multiple business units: conduct workplace investigations, administer FMLA/ADA and leave programs, support HR operations and performance management, maintain HRIS records (Paycom), produce HR reports/analytics, and drive HR projects and process improvements to support employees and leaders.

As an HR Business Partner, you'll align HR strategies with business goals, manage talent acquisition, drive employee engagement, and consult with senior leaders.

Provide day-to-day HR support onsite, including employee records and reporting, onboarding, coaching managers on policy, recruitment liaison, training support, leave and workers' compensation administration, investigations, exit interviews, and representation at unemployment hearings.

Lead HR programs for multiple plant sites including talent acquisition support, employee relations, compliance, performance management, learning and development, workforce planning, and HR data analysis to support leadership and foster a positive workplace culture.

Provide administrative and operational HR support across the employee lifecycle, including maintaining records and HRIS data, supporting recruiting and onboarding, assisting with payroll, benefits, leave administration, coordinating trainings and communications, tracking compliance and I-9/E-Verify processes, editing HR policies, and participating in HR projects.

Support full employee lifecycle including benefits administration, leave management, onboarding, HR policy interpretation, employee relations, offboarding, recruiting coordination, recordkeeping, compliance, and performance review assistance to improve HR processes and employee experience.

Provide HR and safety support for operations: source and screen candidates, coordinate interviews and onboarding, administer HR policies, benefits, attendance, HRIS data entry, and assist with employee relations and compliance.

Provide end-to-end HR operational support including recruitment, onboarding, HRIS administration, compliance, leave administration, performance management, employee engagement, recordkeeping, training coordination, and serve as backup to recruiter/generalist. Co-chair safety committee and manage badges/key cards, background checks, and HR reporting.

Provide full-cycle HR support for an operations facility: recruiting, onboarding, benefits and payroll support, employee relations, compliance with employment laws, HRIS/timekeeping administration, new-hire orientation, and coordination of pre-employment screenings and staffing across site locations.

Serve as a strategic HR advisor to Revenue Cycle Management leaders, translating business plans into talent and organizational strategies. Drive hiring and retention for high-volume front-line roles, analyze turnover and engagement data, and support transformational change and operational excellence across billing and collections teams.

Administer employee benefits programs (medical, dental, vision, retirement, disability), manage enrollments and vendor relationships, ensure compliance (ACA, FMLA, HIPAA, COBRA, ERISA), support employees with benefits questions, coordinate open enrollment, maintain benefits data and reporting, and assist with program design and audits.

Senior individual-contributor HR leader partnering with the CDIO to lead people strategy for Data/Technology/AI. Owns talent strategy, org design, workforce planning, change leadership, leadership development, succession planning, and AI-enabled HR analytics to scale technical capability and improve organizational effectiveness across the enterprise.

Owner of people operations infrastructure including payroll, compensation, policies, compliance, HR systems, reporting, and employee lifecycle. Partners with Finance, Legal, vendors, and business leaders to ensure accurate, compliant, and employee-friendly programs, process improvements, audits, and employee support.

Serve as a field HR advisor driving engagement, talent development, employee relations, compliance, and change management across multiple locations. Conduct site visits, investigations, and deliver HR programs; partner with leaders and cross-functional HR teams to use data, mitigate legal risk, and improve organizational effectiveness.

Senior HR leader responsible for developing and executing human capital strategy across multi-property hospitality operations. Oversees talent acquisition, employee relations, compensation and benefits, compliance, HRIS, organizational development, workforce planning, leadership development, and HR integration for growth, acquisitions, and new properties.

Serve as the HR point-person aligning people strategy with business goals. Provide employee and labor relations support, conduct investigations, advise on benefits and compliance, drive HR initiatives, collaborate with leaders, and engage in-person across union and non-union sites throughout New England.

Provide hands-on HR support for client engagements including end-to-end onboarding/offboarding, payroll coordination, multi-state compliance research, HR policy and handbook updates, recruiting support, employee records management, and employee relations resolution. Work remotely part-time (10–30 hrs/week) on temporary contract with potential to expand.

Provide administrative and operational HR support including payroll processing, benefits administration, employee records maintenance, recruitment/onboarding assistance, compliance support, and general HR administrative tasks while maintaining confidentiality.

Manage HR for movers and administrative staff: recruit and onboard, handle employee relations and performance, develop HR policies, ensure legal compliance and safety, maintain records, track HR metrics, and foster a positive work culture.

Lead HR and EHS strategy across multiple sites, drive talent acquisition, retention, DEI, employee relations, compensation, organizational development, HR operations and EHS compliance. Partner with senior leadership to set KPIs, succession plans, and implement people and safety programs to support business goals.

Serve as strategic HR business partner to corporate leaders, translating business goals into talent strategies. Lead workforce planning, HR analytics, talent development, employee relations, compliance, and enterprise HR programs. Coach leaders, manage initiatives, and support labor strategy while executing HR operations and reporting to the Corporate HR Director.

Lead all HR functions for Apex Building Company9s Waterproofing Division including benefits administration, policy and compliance, federal/state HR filings, payroll coordination, compensation and performance review administration, employee relations, training, HR operations, and multi-location HR support.

Serve as facility HR leader supporting payroll, time & attendance, HRIS administration, benefits, recruitment, onboarding, employee relations, compliance, OSHA/EEOC reporting, and performance management while partnering with facility leadership and corporate HR.

Provide HR administration and employee support including maintaining personnel records, onboarding, benefits enrollment and open enrollment, leave processing, ADP/HRIS audits, payroll backup, office administration, and general employee/customer service under HR Manager direction.