Top HR Jobs

Supports business leaders and multiple sites within Moog’s Space and Defense Group by developing and executing HR strategies. Advises leadership, drives organizational development and change management, manages talent and succession planning, supports performance and engagement initiatives, analyzes HR metrics, and leads enterprise HR projects. The role requires strong knowledge of U.S. employment law, matrixed organizations, and strategic HR partnership.

The Human Resources Generalist supports recruiting, onboarding, employee relations, benefits administration, payroll processing, HRIS maintenance, performance management, training, policy development, and regulatory compliance. The role advises employees and managers, maintains confidential personnel data, processes semi-monthly payroll in Paylocity, supports organizational initiatives, and coordinates a positive new-hire experience across dental practices.

Provides administrative and operational HR support across recruitment, onboarding, employee records, HRIS transactions, training, benefits, leave documentation, employee communications, compliance checks, reporting, and engagement programs. Maintains confidential personnel files, coordinates interviews and orientations, supports ADP and timekeeping questions, tracks required documentation and training, responds to routine employee inquiries, and escalates complex employee-relations, payroll, benefits, and accommodation matters to HR leadership.

The Senior Human Resources Generalist supports policy and compliance, employee and labor relations, recruiting, onboarding, compensation, benefits, HRIS, performance management, learning and development, and workforce reporting. The role advises employees and managers, investigates employment issues, coordinates training and performance processes, maintains HR records, supports audits and affirmative action requirements, and partners with payroll and benefits teams. It requires managing multiple priorities while ensuring legal compliance, confidentiality, and effective employee support.

Supports full-cycle recruiting, including sourcing, screening, interview coordination, offers, and onboarding. Maintains recruiting and employee records, responds to routine HR inquiries, assists with benefits and employee lifecycle processes, supports HR communications and reporting, and contributes to employee engagement and special projects. Works closely with hiring managers and the CHRO while maintaining confidentiality and managing multiple priorities.

Supports regional HR operations, including employee transactions, transfers, reporting, recruiting coordination, onboarding, I-9 completion, orientations, exit interviews, investigations, workforce tracking, and hiring forecasts. The role partners with Talent Acquisition, Shared Services, managers, and HR teams while maintaining confidential records, analyzing Excel and Oracle HCM reports, and supporting continuous process improvement. Frequent travel to offices and remote drilling sites may be required.

Partners with global HEMA and Education leaders to develop people strategies aligned with business goals. Advises on organizational design, workforce planning, talent management, employee relations, change management, and organizational effectiveness. Leads talent initiatives, implements HR programs, supports transformation, uses analytics to improve outcomes, and collaborates with HR centers of excellence. Promotes an inclusive culture and advises senior leaders in a complex global organization.

Supports core HR functions including recruitment, compensation and benefits, employee and labor relations, orientation, and development. Maintains employee records and HRMS data, assists with employee relations, and manages departmental payroll and finance reports. The role requires a high school diploma or GED and 1–2 years of experience, with a bachelor’s degree preferred.

Provides enterprise HR strategy and leadership for HR Business Partners, Regional HR Directors, and employee experience functions. Partners with executive, clinical, and operational leaders on workforce planning, organizational effectiveness, culture, talent strategy, succession planning, leadership development, and transformation. Establishes HR governance and workforce metrics while collaborating with Finance and HR Centers of Excellence to improve programs, processes, and technology. Requires healthcare workforce experience and substantial executive-level HR leadership.

The Director, HR Business Partner serves as a strategic advisor to Legal Market leadership, aligning people strategy with business goals. Responsibilities include organizational design, change management, workforce planning, succession planning, talent reviews, leadership coaching, performance management, engagement, inclusion, and compensation partnership. The role provides workforce analytics, supports early-career programs, and collaborates with HR centers of excellence to strengthen organizational effectiveness, leadership capability, culture, and long-term growth.

Partners with leaders and staff throughout the employee lifecycle, including hiring, compensation, onboarding, transfers, performance management, leave and accommodation cases, investigations, and offboarding. Provides coaching on employee relations, documentation, progressive discipline, and development. Coordinates HRIS personnel actions and offer letters, monitors employee relations and turnover trends, supports retention strategies, and collaborates with compensation, benefits, payroll, recruitment, and legal teams to improve HR processes and organizational health.

Coordinates HR transactions, projects, compliance documentation, training, employee records, reports, recruitment postings, position management, organizational changes, and workforce planning. Provides consultative support to HR partners, responds to employee questions, analyzes workforce data, recommends operational improvements, supports onboarding and performance management rollouts, and assists with change management. Requires strong judgment, confidentiality, communication, organization, and customer service skills.

Drafts and evaluates federal position descriptions, determining titles, pay plans, occupational series, grades, supervisory status, FLSA, sensitivity, and bargaining-unit classifications. Supports hiring by advising on hiring mechanisms, defining qualifications and competencies, preparing vacancy announcements and assessments, evaluating applicants, and advising selecting officials on OPM policies. Performs HR administration, including timekeeping support, audits, reporting, employment verifications, new-hire onboarding, recordkeeping, paperwork, and employee customer service.

Leads the organization-wide HR strategy for a nine-site federally qualified health center. Oversees employee relations, investigations, accommodations, compliance, performance and compensation programs, workforce planning, onboarding, and HR operations. Builds and develops the HR team while coaching clinical and operational leaders to manage employee issues independently. Partners with executive leadership on workforce strategy, organizational effectiveness, risk management, and leadership development.

Leads corporate HR across New York and New Jersey offices and oversees US and Canada recruitment strategy. Manages HR managers, generalists, specialists, and recruiters; advises senior leaders on workforce planning, organizational design, employee relations, investigations, compliance, compensation, performance management, training, and engagement. Drives HR process improvements, recruitment metrics, HR operations, employment-law compliance, and consistent employee experiences across multiple locations.

Provide HR program support across professional development, benefits administration, and general HR operations. Design and deliver training, manage benefits inquiries and billing reconciliation, coordinate wellness programming and new-hire orientations, support background screening and hiring compliance, and serve as backup during high-volume hiring. Collaborate with directors and campus stakeholders to align learning with strategic goals.

Supervises professional recruitment and onboarding activities for the Bronx District Attorney’s Office. Supports workforce planning, staffing needs assessments, recruitment strategies, candidate pipelines, civil service administration, personnel transactions, title classification, background investigations, and hiring compliance. Leads recruitment staff, monitors performance, coordinates with hiring managers and agency leadership, maintains recruitment databases and trackers, prepares reports, facilitates staffing meetings, and recommends process improvements supporting diversity, equal employment opportunity, and efficient hiring operations.

Supports workforce operations through HR metrics tracking, job postings, candidate screening, compliance documentation, onboarding follow-up, orientations, job offers, recruiting events, interviews, civil service actions, employee changes, training and internship programs. Coordinates pre-employment medical processing, maintains relationships with partner agencies, collects DNA samples, uses HR and city data systems, and operates agency vehicles for HR-related events.

Leads full-cycle recruitment and onboarding for a New York City District Attorney’s Office. Coordinates postings, candidate screening, interviews, civil service compliance, personnel actions, documentation, salary information, and hiring workflows in NYCAPS eHire and related HR systems. Advises hiring managers and candidates, maintains confidential records, supports workforce reporting, and improves recruitment processes and candidate experience.

Provides operational HR support across multiple manufacturing sites, including onboarding, HRIS records, timecard auditing, leave administration, workers’ compensation intake, compliance audits, employee relations, recruiting coordination, training, and engagement initiatives. Advises employees and managers on policies and employment regulations, analyzes HR trends, supports process improvement and change management, and partners with site leadership and the Regional HR Director. Requires bilingual communication and up to 30% travel.

Supports managers and employees across employee relations, investigations, performance management, compliance, recruiting, onboarding, training, safety, benefits, leave administration, payroll coordination, and HRIS data maintenance. The role advises leadership, maintains compliant records, supports audits and workforce planning, administers HR programs, and promotes safety and employee development in a manufacturing environment.

Supports HR operations across multiple manufacturing sites, including onboarding, HRIS data entry, timecard auditing, leave administration, workers’ compensation intake, compliance audits, employee relations, recruiting coordination, training, and engagement initiatives. Partners with managers and site leadership on policy guidance, investigations, process improvement, HR metrics, and organizational projects. Requires travel up to 30% and bilingual English/Spanish capability.

Leads hands-on HR operations across three hospitality properties, including recruiting, employee relations, investigations, compliance, documentation, workers’ compensation, leave administration, onboarding, performance systems, and manager training. The role owns day-to-day HR execution, ensures California labor-law compliance, builds hiring and succession systems, and partners with the Controller on payroll data accuracy.

Serves as the Philippines compensation and benefits subject matter expert and liaison to Cigna’s Total Rewards team. Supports job pricing, market analysis, equity reviews, compensation planning, incentives, and Workday governance. Oversees statutory and employee benefits administration, vendors, leave cases, compliance, audits, and employee communications. Partners with HR Operations, Payroll, vendors, and site leadership to resolve complex issues and improve total rewards processes.

Supports regional HR operations through high-volume HRIS data entry, employee record maintenance, onboarding, offboarding, I-9 processing, compliance tracking, and HR service request resolution. Serves as a primary contact for field managers and employees, coordinates with Payroll, Benefits, Recruiting, IT, and Compliance, and assists with HR projects and process improvements.