Top HR Jobs

The Principal Associate, HR Business Partner will support key HR priorities, enhance HR processes with emerging technologies, and consult on strategic initiatives.

The Sr. People & Culture Business Partner will strategize with HQ executives to enhance employee experience, drive performance, and lead HR initiatives.

Lead global HR technology, people analytics, and people operations strategy. Own Workday platform roadmap, partner with IT, drive change management, expand shared services, and deliver data-driven workforce insights to improve employee experience and operational efficiency.

The role involves acting as an HR partner for the Go-To-Market teams, providing strategic consultation, managing organizational change, coaching managers, and supporting talent acquisition efforts. It also includes leveraging data insights and collaborating on global HR initiatives.

Lead HR systems strategy and operations: administer ADP Workforce Now and related platforms, manage integrations and payroll governance, maintain data integrity and compliance, build dashboards and reporting, drive process automation and AI-enabled HR solutions, and lead cross-functional HR projects to improve employee lifecycle and operational scalability.

Partner with functional leaders to translate business strategy into people strategy. Own org design, performance management, compensation, talent development, engagement, and retention. Provide coaching on career pathing, change management, and sensitive employee issues. Use people data to generate insights and recommendations, build compliant HR policies, manage global employee relations, and collaborate with People Team COEs to deliver cohesive people programs at scale.

Lead and develop HR risk advisory teams to assess HR regulatory applicability, design and document controls in FUSE, support audits/exams, advise on HR policies and processes, perform gap and risk assessments, and drive risk reporting, process improvement, and enterprise compliance across HR.

Manage end-to-end US payroll, benefits administration, and complex leave cases (FMLA, ADA, STD/LTD, parental leave). Maintain Rippling HRIS accuracy, run audits and reconciliations, support global benefits/leave coordination, produce People reports, ensure compliance, and partner with Finance and vendors to deliver timely, empathetic employee support.

Manage global HR programs including immigration case management, Workday employee lifecycle transactions, learning and intern program coordination, international relocations, HR reporting, and HRBP support. Partner with external counsel, managers, and HR stakeholders to ensure compliance, improve processes, and enhance employee experience using automation and AI-enabled tools.

Partner with location leaders to drive HR plans that support business goals, coach and develop associates and managers, support staffing and talent assessment, conduct HR audits and engagement activities, and implement HR solutions across multiple locations on a weekend shift schedule.

The Sr. Manager HR Business Partner leads HR strategy for Global Payment Networks, working closely with clients to improve talent management and organizational performance. Responsibilities include consulting on HR processes, coaching managers, addressing HR issues, and facilitating diversity and inclusion efforts.

The HR Business Partner will support San Francisco leadership by driving local HR initiatives, coaching managers, enhancing employee engagement, and managing employee relations.

Act as a proactive HR Business Partner supporting the NY office, advising on employee lifecycle, performance management, and local HR initiatives.

The Senior Manager, HR Compliance is responsible for developing and executing a compliance framework across the Americas, managing immigration and global mobility programs, and ensuring adherence to applicable laws and regulations while fostering a culture of compliance within the organization.

Execute moderately complex HR transactions and resolve Tier 2 cases within SOPs. Support onboarding, terminations, I-9 verification, CJIS handling, ServiceNow case management, employee relations documentation, data integrity, UAT, and process improvements while escalating high-risk issues to COEs.

Serve as HR business partner for Supply Chain: manage employee lifecycle, employee relations, performance management, talent development, org design, change initiatives, HR operations, compliance, HRIS updates, and HR metrics to drive engagement and workforce effectiveness.

Provide administrative HR support including onboarding/offboarding, background check review, Workday employee lifecycle updates, record-keeping, HR ticket triage, audit documentation, event logistics, mail and expense support, and maintaining internal HR repositories and SOPs to ensure compliance and efficient HR operations.

The HR Business Partner collaborates with leaders to improve employee relations, manage performance, and align HR activities with business strategies while ensuring legal compliance.

Support global HR operations by driving process and system improvements, coordinating communications, documenting procedures, conducting audits to maintain HR data integrity, and staying current on HR best practices and employment law.

The Senior HR Business Partner advises engineering teams on people management, employee relations, and compliance, ensuring effective talent strategies and organizational health.

Serve as strategic HR business partner to R+D executives: design organization structures, lead talent and performance processes, coach leaders, use people analytics to inform decisions, and drive cross-functional people initiatives that improve employee experience and manager effectiveness.

Lead day-to-day HR and labor relations for hourly unionized plant employees: investigate and resolve grievances, advise managers on UAW/contract issues, support hiring/transfers/separations, drive workforce planning, guide restructures and negotiations, collaborate with COEs and senior leaders, and represent the company in legal/court sessions.

This role involves leading HR strategy, managing talent acquisition and retention, analyzing workforce metrics, and collaborating with senior leadership and HR Centers of Excellence.

The Senior Human Resources Business Architect will develop HR models, collaborate with stakeholders, evaluate technology solutions, and improve HR process designs.

The HR Business Partner will lead HR initiatives, workforce planning, staffing, and employee relations for 7500+ employees, ensuring alignment and integration with business needs and performance metrics.