Top HR Jobs

Supports the HRIS team by configuring and troubleshooting SuccessFactors Employee Central, testing and deploying system enhancements, uploading data files, reviewing release updates, and improving HR processes. Partners with HR business partners, centers of excellence, technology teams, and external support providers to interpret business requirements, maintain data integrity, and deliver effective HR system solutions.

Supports the hotel HR department through front-office assistance, administrative tasks, communication management, meeting coordination, travel booking, data entry, filing, and special projects. Provides courteous service to guests, applicants, and team members while helping HR managers maintain daily operations.

Partners with Card Servicing Strategy leaders to execute people strategy, workforce planning, talent management, organizational design, change management, and core HR processes. Coaches managers on leadership, performance, and organizational matters; consults with associates and HR partners; supports diversity, inclusion, culture, and leadership development initiatives. Builds stakeholder relationships and aligns HR solutions with business needs.

Leads horizontal HR delivery processes for HR Business Partners and client groups. Responsibilities include analyzing talent data, managing communications, coordinating talent and performance programs, preparing leadership summaries, facilitating meetings and training, supporting Workday HR transactions, maintaining HR calendars, managing project workstreams, and driving process improvements and systems integration.

Supports Corporate Finance and Philadelphia corporate-function employees as a trusted HR partner. Responsibilities include employee relations, workplace investigations, performance management, talent development, compensation planning, succession planning, workforce planning, recruitment support, policy guidance, workforce data analysis, and HR initiatives. The role coaches leaders, resolves sensitive employee matters, collaborates with HR specialists and Employment Law, and serves as a visible, practical HR resource in a hybrid office environment.

Supports daily human resources administration for a manufacturing facility, including payroll, staffing, recruitment, employee relations, compensation and benefits, internal promotions, HR records, communications, and policy compliance. Partners with production leadership and external agencies to maintain staffing levels, addresses associate concerns, updates job documentation, and provides support to the HR Manager. The role has no supervisory responsibilities and requires effective communication, multitasking, and HR knowledge.

Leads global HR strategy for Product Development and Design & Engineering teams. Responsibilities include organizational design, workforce planning, talent development, succession planning, performance frameworks, employee engagement, change management, people analytics, and executive coaching. The role partners with senior leaders, builds high-performing People teams, shapes culture, and aligns talent initiatives with business growth and innovation.

Serve as a strategic HR advisor to executives and business leaders, aligning workforce, talent, organizational design, leadership development, rewards, performance, and change strategies with business growth. Lead succession planning, organizational effectiveness, employee relations, workforce actions, engagement initiatives, and people-risk management while supporting a rapidly scaling organization through transformation.

The Corporate HR Generalist supports the full employee lifecycle for corporate teams, including onboarding, offboarding, employee relations, investigations, performance management, workforce planning, organizational changes, compliance, audits, HR reporting, and executive support. The role partners with leaders, HR Business Partners, Legal, and Facilities while administering HR programs and maintaining accurate employee records. It requires strong knowledge of employment practices, confidentiality, communication, organization, and HRIS systems such as Workday.

Provides front-office and administrative support for the hotel’s HR department. Responsibilities include assisting guests, applicants, and team members; performing data entry, filing, copying, and word processing; managing calls, emails, mail, and meetings; coordinating travel arrangements; and supporting HR projects and ad hoc initiatives.

Serve as the embedded HR partner for go-to-market leaders and teams. Advise on hiring, performance, retention, employee relations, workforce planning, manager effectiveness, onboarding, terminations, and sensitive employee matters. Track workforce metrics and provide actionable insights, support Austin office culture, and improve HR processes through automation and AI. Coach managers, ensure compliance, and independently manage employee cases in a fast-paced technology environment.

Partners with business leaders and HR teams to develop and execute strategic people plans. Advises on workforce planning, talent management, performance, succession, retention, change management, and organizational effectiveness. Leads HR initiatives, manager training, communications, process improvements, and compliance efforts while aligning human capital strategies with business goals. May support mergers and acquisitions and direct the work of others.

Serves as a strategic HR partner for a major function or geography, advising leaders on workforce planning, performance, talent, compensation, engagement, employee relations, compliance, and organizational change. Leads HR generalists, coaches leaders, manages employee relations, supports payroll and benefits administration, and drives culture, leadership development, and performance processes across assigned business units.

Supports site managers and employees across the full HR lifecycle, including recruiting, onboarding, engagement, employee relations, compensation and benefits, performance management, compliance, and separations. Advises leaders on workforce planning, talent development, employment law, policies, culture, change management, and diversity initiatives. Investigates employee concerns, administers HR programs, maintains required records, and supports local and global HR projects.

Leads the people strategy for global Enterprise Technology organizations, advising senior technology executives on workforce planning, talent, performance, compensation, organizational design, transformation, and employee relations. Uses workforce analytics to identify skills gaps, attrition risks, mobility needs, and organizational opportunities. Partners across HR, Finance, Legal, and business teams to advance inclusive culture, leadership effectiveness, HR transformation, AI-enabled solutions, and employee experience across a matrixed global organization.

The Senior HR Generalist implements HR programs and advises managers on talent planning, employee relations, engagement, workforce planning, policies, compliance, benefits, recruiting, and employee lifecycle activities. The role supports DEI, change management, labor-law compliance, investigations, retention programs, HR initiatives, and site sustainability efforts while partnering with HR centers of excellence and business leaders.

Supports site leadership across recruiting, talent development, employee relations, workforce planning, policy interpretation, compliance, benefits, compensation, onboarding, performance processes, and employee lifecycle activities. Advises managers on labor laws, investigations, engagement, retention, and change management while coordinating recruitment programs, job fairs, HR initiatives, sustainability events, and local implementation of global HR programs.

Leads global HR strategy and transformation for the Networking Sales organization, partnering with executive leaders on talent, workforce planning, organization design, change management, compensation, employee relations, and performance. Oversees HR programs, develops strategic initiatives, influences business decisions, and leads managers and global teams across diverse cultures.

The Senior HR Business Partner supports Engineering, Retail Go-To-Market, and other client groups. Responsibilities include coaching managers, advising on performance and employee development, managing employee relations, analyzing people data, implementing HR programs, supporting organizational change, and partnering on policies and workplace initiatives. The role is hybrid in New York City and requires occasional travel.

Provides strategic HR leadership to senior business leaders, focusing on workforce planning, organizational design, talent movement, analytics, performance management, engagement, and organizational change. Develops HR strategies aligned with business objectives, analyzes workforce and cost trends, measures HR effectiveness, coaches leaders, and promotes continuous improvement across the HR business partner community.

Provides front-office and administrative support for the Human Resources department in a hotel environment. Responsibilities include welcoming guests, applicants, and team members; data entry, filing, copying, and word processing; managing calls, emails, mail, and meetings; coordinating manager travel arrangements; and assisting with special projects.

Partners with Global Payment Network leaders and HR teams to develop and execute people strategies. Provides workforce planning, organizational design, performance and talent management, leadership development, change management, manager coaching, HR consultation, and support for inclusion, diversity, and employee engagement initiatives.

Provides outsourced HR consulting and support to clients across benefits administration, performance management, onboarding, offboarding, compliance, HRIS optimization, documentation, and general HR operations. Builds client relationships, addresses HR concerns, researches employment regulations, improves processes, and contributes to service-line growth and business development.

Leads HR partnership across assigned business areas, diagnosing organizational and employee issues and implementing solutions. Advises leaders on talent planning, leadership development, performance management, workforce planning, engagement, change management, succession, and employee development. Collaborates with HR centers of excellence and business stakeholders, develops HR strategies and project plans, coaches managers, and supports execution of HR programs and initiatives.

Serves as a trusted HR advisor to corporate managers and employees across the Coach brand. Oversees employee lifecycle processes, employee relations, performance management, talent development, organizational change, HR programs, compliance, and HRIS data. Partners with HR, Total Rewards, Talent Acquisition, Finance, Legal, and Learning & Development teams while analyzing HR metrics and supporting engagement, organizational effectiveness, and workforce planning.