Top HR Jobs

Supports HR initiatives involving employee engagement, talent development, workforce planning, organizational effectiveness, HR metrics, onboarding, training, employee development, and process improvement. Maintains employee records and HR systems, prepares communications and presentations, analyzes workforce data, and presents project recommendations. The intern collaborates with HR professionals and cross-functional teams during a full-time, 12-week summer assignment.

Provides broad human resources support across recruitment, employee relations, workplace investigations, safety initiatives, onboarding, engagement events, policy administration, performance management, and conflict resolution. Maintains HR and benefits systems, recruitment records, and employee data while advising employees and management on HR policies, labor laws, progressive discipline, and performance matters.

Provides HR and office administration support, including HRIS and employee records management, leave administration, onboarding coordination, employee engagement, policy compliance, recruiting assistance, safety training tracking, office supply inventory, and equipment maintenance. The role is fully on-site in Cincinnati and requires limited travel, a valid driver’s license, and successful background and drug screening.

Manage generalist HR support for a 2,000-plus employee construction project workforce. Responsibilities include employee relations, supervisor coaching, recruitment, onboarding, payroll, benefits, compensation, policy administration, compliance, records management, training, and safety culture development. The role partners with site leadership and corporate HR while working six 10-hour days during a 15-month project in Hawesville, Kentucky.

Leads global HR strategy and serves as a strategic partner to executive and leadership teams. Responsibilities include organizational design, workforce planning, succession, talent reviews, performance and compensation processes, employee relations, change management, and support for reorganizations and acquisitions. Uses workforce insights to identify risks and capability gaps, coordinates regional HR teams and Centers of Excellence, facilitates leadership discussions, and develops HR talent.

Administers and optimizes Workday HCM across configuration, business processes, reporting, integrations, troubleshooting, data management, testing, and end-user training. Partners with HR, Payroll, Finance, Student Workday, ITS, consultants, and vendors to support releases, resolve tickets, improve processes, and maintain accurate HR data. Oversees regulatory reporting and represents HR on cross-campus Workday initiatives.

Leads an assigned Human Resources division for the City of Ann Arbor, overseeing strategy, operations, budgets, staff development, vendors, and service delivery. Provides senior consultation on employee and labor relations, investigations, grievances, organizational challenges, workforce initiatives, policy implementation, and risk management. Supervises divisional staff and partners with the HR and Labor Relations Director to advance City workforce priorities and organizational effectiveness.

Leads HR strategy and business partnership for manufacturing operations. Advises leaders on employee relations, organizational effectiveness, talent management, performance management, recruitment, succession planning, compensation, and labor relations. Oversees union-related initiatives and collective bargaining preparation, ensures policy compliance, and coaches HR professionals and HR Business Partners. Supports retention, workforce planning, employee development, and alignment of talent with business objectives.

Manages daily HR operations and supervises staff while overseeing recruitment, onboarding, benefits, leave, payroll coordination, HRIS records, employee relations, investigations, workers’ compensation, compliance, audits, and reporting. Advises employees and management on policies and employment requirements, supports risk management and policy development, and ensures adherence to federal, Florida, public records, and organizational requirements.

Supports HR generalist services by advising managers on employee relations, performance management, coaching, retention, and separations. Assists with policy administration, job description maintenance, performance reviews, documentation, employee inquiries, deadline tracking, and escalation of complex matters. Requires strong interpersonal, communication, confidentiality, conflict-resolution, and organizational skills, plus knowledge of employment regulations, Microsoft Office, and HRIS applications.

Serves as a strategic HR advisor to business leaders and employees, supporting workforce planning, recruitment, onboarding, employee relations, performance management, engagement, retention, compliance, leave administration, and disciplinary processes. Maintains HR records and recruiting metrics, coaches managers on policies and workplace concerns, supports regulatory compliance, approves time and attendance, and assists with HR initiatives across operational and manufacturing environments.

Leads full-cycle recruiting and onboarding for loan officers and administrative, professional, sales, and operational staff. Maintains recruiting pipelines, job postings, ATS workflows, screenings, orientations, and HRIS records. Supports employee relations, performance management, offboarding, payroll, benefits, licensing, compliance, and policy administration while advising managers and ensuring legally compliant HR practices.

Leads human resources strategy for functional organizations, partnering with senior executives on organizational design, change management, workforce analytics, talent development, succession planning, leadership effectiveness, and complex cross-functional initiatives. Manages an HR team and provides consultative solutions to support business objectives and organizational transformation.

Supports HR operations focused on employee benefits, onboarding, leave administration, compliance, HRIS data, and employee engagement. Processes new hire documentation, benefits enrollments, life events, HSA and 401(k) files, leave transactions, I-9 and state reporting, COBRA updates, and employee data changes in ADP. Coordinates with vendors and third-party administrators, responds to employee inquiries, maintains records and procedures, and supports wellness and engagement programs.

The Human Resources Generalist supports daily HR operations, including employee relations, performance management, workplace safety, workers’ compensation, leave administration, recruiting, benefits, payroll support, and compliance. The role serves as Safety Committee Chairperson, manages OSHA records and workplace incidents, assists managers with employee performance matters, and provides backup coverage for HR Specialists. This full-time position is primarily onsite in Wallingford, Connecticut, with potential hybrid work after 90 days.

Processes weekly payroll, oversees timekeeping, manages wage garnishments and unemployment claims, administers employee leave and termination activities, and supports year-end payroll. Maintains HRIS configuration, permissions, integrations, audits, and user support while ensuring data accuracy and compliance. The role also supports HR policies, documentation, employment-law compliance, employee communications, and HR programs.

Full-time, open-rank non-tenure teaching faculty role in Human Resources Management delivering graduate courses, curriculum development, student mentoring, faculty oversight, industry engagement, and scholarly activity. Position requires on-campus presence in Boston, evening/weekend availability, and occasional travel to global campuses.

Lead and oversee Workday HRIS strategy, operations, governance and releases. Act as L2/L3 escalation for HCM, Recruiting, Compensation, Absence and integrations; manage backlog, configuration decisions, supplier/SOW management, security/access governance, and BAU HR process delivery while leading and supporting the HRIS functional team.

Leads full-cycle recruiting for hourly and salaried manufacturing roles while supporting onboarding, employee relations, performance management, training, benefits, compliance, and HR records. Builds talent pipelines through job boards, outreach, schools, workforce organizations, and community events. Partners with hiring managers and Corporate HR, manages recruiting data in Paylocity, supports employer branding, and travels between Blaine, Wyoming, recruiting events, and community partners.

Manages day-to-day HR operations for U.S. manufacturing and corporate functions. Advises leaders and employees on employee relations, performance, compliance, workforce planning, leave, accommodations, engagement, compensation, and organizational development. Oversees HRIS data, employee lifecycle processes, audits, policies, reporting, and process improvements. Partners with talent acquisition and operations, supervises HR staff, supports organizational change, and provides HR leadership coverage in the Director’s absence. The role is fully onsite and requires occasional travel and support for multiple shifts.

Supports corporate compensation programs, including pay reviews, incentive plans, market benchmarking, offer recommendations, compensation analysis, reporting, compliance, employee education, and process improvements. Advises leaders on compensation practices, analyzes large datasets, manages special projects, and provides data-driven recommendations on complex compensation issues.

Leads HR process design, governance, controls, testing, and continuous improvement across Oracle HCM Cloud and Oracle EBS. Governs recruiting, Core HR, performance, talent, succession, compensation, benefits, absence, approvals, eligibility rules, effective-dated transactions, data integrity, and compliance. Supports audits, payroll interfaces, system changes, training, documentation, and cross-functional requirements translation while maintaining SOX and regulatory controls.

Partners with Investment Group and Investment Enablement senior managers to support global investors and optimize investment-unit operations. Oversees key processes, represents HR on technology workstreams, manages the HR technology roadmap, and connects business teams with HR specialists. Provides thought leadership, manager education, organizational change support, and talent guidance in a complex, matrixed environment. Leads projects, facilitates collaboration, translates business priorities into talent decisions, and supports the development of the HR team.

Supports Talent Acquisition and HR activities, including candidate sourcing, screening, interview coordination, ATS management, candidate communication, job postings, recruiting reports, pipeline management, and campus recruiting. The intern also assists with onboarding, employee engagement, learning and development, benefits, process improvements, and other HR initiatives.

Partners with district and site leaders on workforce strategy, talent development, performance management, engagement, recruiting, change management, organizational effectiveness, and HR programs. Coaches leaders, supports staffing plans and site transitions, guides leadership selection, analyzes workforce and engagement data, and collaborates with HR centers of expertise. Also supports community hiring partnerships and ensures HR strategies align with business goals and company values.