Top HR Jobs

Lead and build Seasats' HR function for a fast-growing startup: design policies, systems, compensation and benefits, support org design and workforce planning, coach managers, own employee relations, improve recruiting and HR systems, and advise leadership to mitigate organizational risk while preserving culture.

Senior People Business Partner advising executives on talent strategy, workforce planning, organizational design, change leadership, and global employee experience. Leads succession planning, capability assessments, and leadership development. Uses advanced analytics and AI-enabled HR tools to deliver insights and data-driven recommendations. Drives culture, engagement, and cross-team collaboration across complex global teams while coaching leaders and shaping scalable organizational solutions.

Temporary HR Project Lead will manage HR projects end-to-end, support employee relations and engagement, guide performance management, improve HR processes, and deliver workforce analytics and reporting to HR leadership and stakeholders.

The HR Partner will optimize human capital strategies, assist HR strategy implementation, promote safety, and support leadership development to achieve business objectives.

Serve as the field-office HR representative supporting managers and associates in associate relations, investigations, terminations and exit interviews; execute full-cycle recruiting; coach managers on corrective action and communications; and deliver HR programs in performance, compensation, career and leadership development.

Serves as a strategic HR partner to R&D business leaders, developing and implementing people strategies aligned with organizational goals. Leads talent management, succession planning, leadership development, organizational design, manager development, employee engagement, change initiatives, and HR program delivery. Coordinates with HR Centers of Excellence and service centers, advises senior management, prioritizes strategic projects, and drives large-scale transformation across a global business.

Supports HR operations and employee engagement at a manufacturing plant, serving as the first point of contact for employees, assisting recruiting and onboarding, managing employee and union relations, supporting payroll and performance processes, maintaining HR data, preparing reports, ensuring labor-law compliance, and leading HR process improvement and standardization projects across the organization.

Provides administrative support for international HR and global mobility programs, including expatriate assignments, international transfers, onboarding and offboarding, HRIS data entry, reporting, records management, immigration documentation, I-9 reverification, payroll and tax forms, vendor invoices, and employee communications. Maintains SharePoint and personnel records, tracks mobility data, supports visa administration, and assists with special projects and related reporting.

Leads the full Human Resources function for AFI, advising executives, faculty, managers, and employees. Oversees employee relations, investigations, performance management, recruitment, workforce planning, compensation, benefits, payroll processes, HRIS administration, policies, compliance, leave administration, accommodations, immigration matters, engagement, training, and organizational development. Uses HR reporting to support decisions and partners with Finance, Legal, IT, Research Administration, ADA, and external vendors.

Supports organizational culture and the full team member lifecycle through employee relations, performance management, corrective actions, leave administration, engagement initiatives, HR training, reporting, compliance, and policy improvement. Advises leaders on employment laws and organizational policies, represents the organization in employment-related proceedings, and conducts regular local travel to support off-site locations and team member engagement.

The HR Business Partner supports assigned functional groups through employee relations, coaching, workforce planning, onboarding, offboarding, compliance, HRIS administration, compensation and benefits processes, talent management, and organizational change. The role partners with business leaders on people strategies, facilitates core HR activities, maintains confidentiality, and contributes to special HR projects. This is an onsite position at Dauch’s Detroit headquarters.

Support recruitment, candidate screening, interview coordination, onboarding, employee records, payroll inputs, leave tracking, compliance documentation, engagement programs, HR communications, and people analytics dashboards. The 6–12 month trainee program offers mentorship and potential conversion to a full-time HR Generalist role.

Supports daily HR operations in a hospital environment, including onboarding, orientation, background checks, I-9 verification, personnel-file maintenance, payroll and benefits administration, performance-management support, recruitment coordination, employee assistance, reporting, and compliance tracking for licensure, certifications, HIPAA, Joint Commission, and applicable regulations.

Participate in a 12-month early-career development program, complete intensive onboarding, and transition into a human resources assignment. Build capabilities in HR, business analysis, technology, financial analysis, data analytics, automation, business intelligence, and AI. Work with cross-functional teams and senior leaders to translate complex information into actionable insights, support business decisions, and develop as a strategic HR business partner. Relocation to Tulsa and potentially elsewhere in the United States may be required.

Leads onsite HR activities for store employees, including staffing, onboarding, training, engagement, performance management, employee relations, compliance, and HRIS/payroll administration. Supports the General Manager with administrative tasks, expense processing in Coupa, supply ordering, invoice management, and travel coordination. Maintains confidentiality, records, and employment documentation while promoting employee retention and a positive workplace.

Manages HR operations for a unionized workforce, including recruiting, onboarding, employee records, union relations, payroll support, benefits administration, employee investigations, compliance, reporting, and special projects. The role administers collective bargaining agreement requirements, resolves grievances and payroll issues, supports HR systems, coordinates benefits and health plan renewals, and maintains employment records and regulatory compliance.

Directs human resources programs, labor-law compliance, employee relations, staffing, performance management, onboarding, compensation, benefits, and succession planning. Advises executives and department heads, manages workplace disputes and harassment claims, supports safety and return-to-work initiatives, and participates in regulatory inspections and audits. Oversees benefits administration, employee evaluations, policy development, and HR reporting while ensuring compliance with federal, state, and local requirements.

Supports the employee lifecycle across assigned locations, including recruiting, onboarding, employee relations, HR administration, compliance, reporting, training, and engagement programs. Maintains HRIS records and personnel files, coordinates employment changes and recurring HR processes, prepares workforce reports and dashboards, and partners with Payroll, Benefits, Safety, Finance, and Operations. The role also supports audits, organizational initiatives, and multi-site HR activities while ensuring confidentiality and employment-law compliance.

Supports day-to-day HR operations across a multi-state behavioral health organization, including employee relations, investigations, HRIS administration, payroll and timekeeping, recruiting, onboarding, leave administration, performance management, compliance, credentialing, and confidential recordkeeping. The role requires hands-on knowledge of employment laws, Paycom and Paychex proficiency, independent judgment, strong organization, and the ability to manage rapidly changing priorities onsite.

Partners with managers and corporate HR on recruiting, employee relations, benefits, compensation, training, compliance, EEO, labor relations, and employee development. Supports hiring strategies, audits, program rollouts, reporting, industry and college recruiting events, and HR education. Coaches managers, ensures legal compliance, protects confidential information, promotes safety initiatives, and travels approximately 20% of the time.

Supports employees and managers across recruiting, hiring, benefits administration, employee relations, leaves, terminations, workers’ compensation, and California employment compliance. Maintains employee relationships, responds to HR inquiries, facilitates new-hire orientation and training, and assists with employee events. Requires strong organization, communication, judgment, and interpersonal skills.

Serve as chief personnel officer overseeing all HR functions for the City: recruitment, benefits, compensation, employee relations, compliance, training, risk management, policy development, HR budget, and organizational culture initiatives. Advise City Manager and department directors, conduct investigations, manage HR records, and attend public meetings; occasional evening/weekend availability required.

Lead and manage HR compliance programs including assessing new employment laws, background checks, disclosures, metrics and government reporting. Advise senior management, create policies and guidance, identify and mitigate compliance risk, interact with regulators and auditors, lead projects, review others' work, and serve as HR compliance subject-matter expert.

Lead onsite HR for a multi-state organization: partner with leadership to develop HR programs, manage HRIS/ATS/benefits, ensure multi-state compliance, oversee talent acquisition, reporting (EEOC, ACA, Vets-4212), and design compensation and performance management strategies.

Support full-cycle HR operations including recruiting, onboarding, HRIS data entry, benefits and compensation administration, personnel file maintenance, policy development and compliance, employee relations, training, performance management, and HR program execution to foster positive organizational culture.