Top HR Jobs

Lead HR strategy and operations for 15 U.S. distribution centers, overseeing recruitment, coaching an HR team, partnering with distribution leadership, and delivering HR programs to support a 1,300+ employee workforce.

Lead HR operations for 700+ employees, oversee recruiting across warehouse, facilities and office roles, source and hire leadership, build and coach a high-performing HR team, develop talent acquisition strategies, and partner with leaders on performance management and employee relations.

Lead HR analytics and reporting by analyzing workforce data, building dashboards (Excel, SQL, Power BI, Workday), and partnering with HR and business leaders. Drive workforce planning, improve HR data quality and processes, present insights to leadership, and manage analytics projects to support recruiting and retention strategies.

Leads LLNL’s Human Resources Directorate and serves as Chief Human Resources Officer. Oversees more than 100 personnel, a $30 million budget, and functions including recruiting, compensation, benefits, performance management, employee relations, development, succession planning, and HR information management. Partners with senior leadership and DOE/NNSA stakeholders to execute workforce strategies, ensure regulatory compliance, improve HR processes, implement a human capital management system, apply AI, and lead organizational transformation.

Serve as primary onboarding contact for new hires from offer acceptance through first day. Coordinate IT provisioning, background checks, I-9 verification, documentation, system access, and orientation. Communicate status to candidates and stakeholders, resolve issues, maintain confidentiality, and support executive onboarding logistics in partnership with cross-functional teams.

Support hiring managers with recruiting and Workday Recruiting workflows. Post and monitor job requisitions, coordinate advertisements and search committees, review applications, extend offers, maintain ATS workflows and staffing records, provide training and reports, and ensure timely, accurate hiring documentation and payroll data.

Partner with leaders to provide HR guidance on employee relations, performance management, recruitment, onboarding, training, investigations, and HR programs. Use HR data to recommend solutions that support engagement, retention, compliance, and a positive workplace culture.

Act as strategic HRBP for Sales and Customer orgs: advise leaders on org design, workforce and comp planning, performance management, and employee relations; build HRBP playbooks and operating model; coach managers, use people data to flag risks, lead change initiatives, and scale HRBP capabilities globally.

Manage daily HR operations, lead HR team, recruit and onboard talent, resolve employee relations issues, ensure legal compliance, oversee performance reviews, administer benefits and payroll oversight, run training and safety programs to support organizational goals and culture.

Lead HR technology strategy and deliver Workday Talent and Learning solutions, integrating AI tools and vendors. Partner with executives, direct cross-functional teams, define KPIs and ROI, manage Workday integrations, mentor staff, and drive change management and project delivery.

Serves as a strategic HR advisor to senior leaders, aligning people strategy with business objectives. Leads workforce planning, talent management, organizational design, leadership coaching, employee engagement, performance management, compensation cycles, and organizational change initiatives. Partners with HR Centers of Excellence and internal teams to implement HR programs, use workforce data, resolve complex HR issues, and support risk and regulatory compliance across multiple business lines.

Own fractional people operations for a distributed international team. Responsibilities include multi-country payroll, contractor classification and tax documentation, recruiting pipeline management, onboarding and offboarding systems, access management, PTO tracking, SOPs, offer templates, and policy documentation. The role requires independently building scalable HR processes, using automation and AI to reduce recurring work, and coordinating across US, Central Asian, Georgian, and Latin American time zones.

Serves as the senior HR leader for an aerospace and manufacturing site, partnering with leadership on organizational effectiveness, workforce planning, employee relations, talent management, recruiting, leadership development, performance management, and change initiatives. Leads full-cycle recruiting, HR metrics, employee engagement, and site HR operations while guiding an onsite HR representative and collaborating with centralized HR teams on payroll, benefits, compliance, HRIS, and policy administration.

Leads talent acquisition strategy and high-volume recruitment for professional and specialized roles. Partners with business leaders and hiring managers, uses recruiting data and technology to improve hiring outcomes, develops innovative sourcing approaches, ensures compliant and positive candidate experiences, and supports workforce planning and broader talent initiatives.

Owns HR and employment compliance for a remote organization operating youth programs across multiple states. Responsibilities include California employment-law compliance, seasonal hiring and payroll compliance, background screening and mandated-reporter processes, HRIS and benefits administration, employee relations, investigations, performance management, policies, workers’ compensation, unemployment claims, onboarding, and manager support. The role manages three HR resources, partners with executives and counsel, and oversees high-volume seasonal hiring while maintaining audit-ready compliance records.

Owns the day-to-day HR function across multiple campuses and entities, including recruiting, offers, onboarding, offboarding, payroll, benefits, leave administration, workers’ compensation, compliance, employee relations, records, reporting, audits, and engagement initiatives. The role processes complex payroll transactions, maintains HRIS and personnel data, supports federal and multi-state employment compliance, partners with Finance and leadership, and serves as the primary employee resource for HR policies, benefits, payroll, and employment matters.

Manage the performance management system, support managers with individual development plans, track and evaluate development activities, support succession planning, design and run engagement surveys and programs, assess training needs, coordinate training, and evaluate training effectiveness.

Administer bi-weekly payroll, employee records, timekeeping, PTO, benefits, leave programs, COBRA, and compliance reporting. Support onboarding, benefit orientations, performance review cycles, recognition programs, employment verifications, HR administration, reconciliations, and process improvements. Serve as a liaison with payroll and benefits vendors while supporting HR, Finance, Administration, and Operations.

Supports plant-level human resources operations in a manufacturing environment, including payroll, employee relations, recruiting, onboarding, benefits, leave administration, HRIS management, compliance, labor relations, and workplace investigations. Partners with plant leadership and union representatives, administers HR programs, supports English/Spanish translation, and ensures compliance with employment, OSHA, food safety, and quality requirements.

Provides strategic HR partnership to program managers and leadership, supporting workforce development, employee relations, performance management, training, onboarding, organizational change, compliance, engagement, and retention. Advises employees and managers on employment laws and company policies, conducts workforce interviews, leads orientations and policy presentations, and supports program start-up activities. The role requires on-site support in Sierra Vista, Arizona and eligibility for a Secret clearance.

Manage payroll processing, employee onboarding, records, benefits, leave administration, compliance documentation, and day-to-day HR support. Review timecards, wages, commissions, deductions, and payroll changes; resolve discrepancies; maintain confidential records; support employment-law compliance, unemployment claims, insurance administration, and COBRA notifications. Automotive dealership experience is strongly preferred.

Leads strategic and operational HR across a growing, multi-state nonprofit. Oversees people strategy, policies, employment-law compliance, employee relations, performance management, leadership development, compensation, HR systems, analytics, recruiting operations, and employee experience. Partners with senior leaders and legal counsel, coaches managers, supports organizational growth, and builds scalable, equitable, and inclusive workplace practices.

Serves as a strategic HR advisor to senior Global Technology Solutions leaders. Develops people strategies, succession plans, leadership development, workforce planning, organizational effectiveness initiatives, change programs, and inclusion strategies. Uses colleague insights, data, and analytics to measure outcomes, improve HR processes through Workday, and support governance and compliance. Partners with HR centers of excellence and enterprise teams while influencing executives and driving talent, transformation, and employee experience priorities.

Provides day-to-day HR support to teammates and people leaders, including policy interpretation, performance coaching, corrective action, employee relations, documentation, HR program execution, and HRIS support. Partners with HR Business Partners on organizational priorities and escalated matters, maintains confidentiality, responds to internal inquiries, ensures consistent process execution, and identifies opportunities to improve the teammate experience and HR processes.

Provides administrative and operational HR support for resort associates and leaders. Coordinates recruitment, onboarding, personnel records, employee relations initiatives, benefits and payroll support, compliance documentation, reporting, and HR office operations. Serves as a resource for associate questions, maintains confidentiality, supports engagement programs, and assists with employment-related processes including status changes, claims, verifications, and separations.