Top HR Jobs

Supports practice management client groups across onboarding, employee relations, benefits, payroll compliance, training, recruiting, and employment-law compliance. Conducts background checks, E-Verify, investigations, employee surveys, benefits administration, workers’ compensation and unemployment processes, and policy updates. Advises leadership on HR best practices and compliance risks involving FMLA, ADA, data privacy, and HIPAA. Also develops HR analytics, reports, and dashboards using HRIS data.

Designs, implements, administers, and optimizes performance management programs for lawyers and business professionals; manages review cycles, analyzes talent data, advises leadership, improves related technology, develops training, and supervises one direct report.

Administers employee leaves of absence, serving as the primary contact for colleagues and leaders throughout leave cases. Provides expertise on FMLA, ADAAA, short- and long-term disability, return-to-work strategies, vendors, and compliance. Coordinates cross-functional initiatives, resolves complex issues, develops workflows and communications, and delivers training. Requires three years of leave administration experience, HR knowledge, and proficiency with multiple HR and office software systems.

Provides bilingual HR and administrative support, serving as the first point of contact for candidates and employees. Responsibilities include onboarding and orientation, completing Form I-9 documentation, responding to HR inquiries, maintaining confidential employee records, supporting employment verifications and unemployment claims, processing weekly payroll and timesheets, resolving payroll discrepancies, and handling office administration such as data entry, correspondence, phones, supplies, scheduling, and filing.

Leads site HR strategy for a manufacturing workforce, partnering with leadership on employee relations, compliance, workforce planning, talent acquisition, performance management, engagement, leadership development, organizational effectiveness, and change management. Oversees HR operations, analytics, records, policy application, and continuous improvement while managing and developing the HR team. The role is fully onsite in Horseheads, New York.

Supports human resources across two manufacturing locations, focusing on recruiting, onboarding, training, employee relations, attendance, compliance, benefits, investigations, and policy administration. Maintains training and safety records, OSHA injury reports, employee communications, and HR documentation. Serves as a liaison between the Chipley facility and corporate office while advising employees and supervisors on policies, performance, disciplinary matters, and employment-related questions.

Provide HR support for Cornell University Library: handle confidential matters, advise supervisors/employees, support recruitment and position descriptions, interpret HR policy and collective bargaining, enter Workday transactions, manage student employment and hourly payroll (~500), administer leaves (FML/DBL/Worker's Comp), prepare HR data/reports, coordinate trainings/recognition, and ensure compliance with laws and policies. Hybrid role based in Ithaca, NY.

Lead AI-driven organization and work redesign across the enterprise: perform task-level decomposition, design AI-era roles and career frameworks, map workflows, partner with technical and HR teams to implement structures, and build reusable tools and methodologies to scale AI-enabled workforce transformation.

Provides bilingual English-Spanish HR and administrative support, including candidate reception, onboarding, orientation, employment eligibility verification, employee records, HR inquiries, employment verifications, unemployment claims, weekly payroll data, timesheet review, correspondence, scheduling, and office support. Maintains confidentiality, accuracy, and compliance while coordinating with payroll and HR leadership.

Manage end-to-end reasonable accommodation casework under the ADAAA: intake, review medical documentation, coordinate with employees, managers, and stakeholders, conduct interactive discussions, escalate complex cases, maintain records for audits, and partner with facilities, EH&S and technology teams. Provide communications and guidance and report to the Manager, HR Services.

Lead HR strategy and execution across multiple manufacturing sites in the US and Canada. Responsibilities include workforce planning, organizational design, succession planning, recruiting, retention, employee relations, performance management, policy compliance, HR metrics, employee engagement, change initiatives, and advising operational leaders on complex people decisions.

Manage facility HR functions and partner with plant leadership to execute HR strategy. Oversee talent acquisition, performance management, associate relations, training, benefits, compliance with laws/policies, and drive engagement, safety, and leadership development in a manufacturing environment.

Manages day-to-day HR operations, shared services, HRIS transactions, employee service delivery, compliance, reporting, analytics, and case management. Supports policy administration, audit readiness, process standardization, automation, data integrity, and HR service improvements. Partners with Legal, Finance, Compliance, and senior HR leadership while mentoring HR operations staff and supporting organizational change.

Support day-to-day HR operations across the employee lifecycle including onboarding/offboarding, HRIS administration, people programs, employee engagement, recruiting support, and process improvement. Partner cross-functionally to execute events, maintain employee data, respond to HR inquiries, prepare reports, and help automate workflows to improve the employee experience.

The HR Partner advises management on HR matters, fosters performance culture, partners with talent management, and builds strong relationships across the organization to enhance employee development and navigate change.

The HR & Recruiting Specialist will manage recruiting, onboarding, and employee development. The role fosters team culture and supports leadership initiatives to improve workforce performance.

Partners with business leaders to align HR strategies with organizational objectives across performance management, employee relations, labor relations, compliance, workforce analytics, engagement, and change management. Provides guidance on complex employee matters, collective bargaining agreements, organizational design, and employment laws. Collaborates with HR Centers of Excellence to improve employee lifecycle processes, support workforce planning, and deliver effective HR solutions in a fast-paced venue operations environment.

Serves as the primary HR advisor to business leaders, aligning workforce initiatives with organizational objectives. Responsibilities include workforce planning, talent strategy, succession planning, compensation, learning and development, employee engagement, performance management, organizational change, acquisitions, and integrations. The role provides data-driven workforce insights, coaches leaders, supports employee relations, partners on strategic hiring, and improves HR processes and employee experiences.

Provides strategic HR partnership across multiple sites, advising leaders on employee relations, talent development, engagement, performance, policy interpretation, and labor relations. Supports union negotiations, grievances, arbitration, compliance, organizational change, and workforce analytics. Uses HR data to develop improvement strategies and collaborates with HR teams and business leaders to strengthen employee and patient satisfaction.

Manages daily on-site HR operations for a resort, including recruiting coordination, onboarding, offboarding, employee support, HR records, benefits and HRIS assistance, training logistics, engagement initiatives, compliance documentation, and safety reporting. Serves as the first HR contact for employees and leaders, escalating complex employee relations matters to the Director of People & Culture. Also supports staffing, scheduling, seasonal housing, communications, and operational projects.

The HR Specialist supports HR initiatives in a manufacturing setting, focusing on recruitment, employee relations, policy guidance, benefits administration, compliance, reporting, and training support.

The HR Generalist supports employees and managers at an onsite manufacturing facility. Responsibilities include hourly recruiting, onboarding, HRIS data management, payroll and timekeeping support, attendance and headcount reporting, employee events, policy guidance, workplace investigations, and employee concern resolution. The role requires maintaining confidentiality, supporting multiple shifts, and ensuring consistent application of HR policies and procedures.

The HR Business Partner Manager aligns HR strategies with business objectives across venue operations and other business units. Responsibilities include advising leaders, managing performance and employee relations, supporting labor relations and union matters, ensuring employment-law compliance, improving HR processes, leveraging workforce analytics, and driving engagement, onboarding, retention, and change management. The role collaborates with HR centers of excellence and requires flexible availability, including possible nights, weekends, and holidays.

Serve as a strategic HR advisor to Washington operations leaders, handling employee relations, investigations, performance management, workforce planning, onboarding, compliance, and data-driven HR insights. Coach managers, partner with HR Centers of Excellence, and support organizational change to improve retention, team effectiveness, and consistent, fair people practices.

Own HR operations including reporting, employee support, onboarding, payroll and benefits coordination, compliance documentation, HRIS file maintenance, and process improvement. Partner with Finance, Recruiting, HR, IT, Sequoia, and Remote to ensure accurate employee data and smooth employee experiences. Build scalable workflows, FAQs, reports, and dashboards while responding to employee questions and identifying process bottlenecks.