Top HR Jobs

The Specialist will manage employee lifecycle operations, maintain compliance, handle payroll, oversee benefits management, and ensure employee queries are addressed efficiently.

Lead design, integration, and optimization of enterprise HR technology (Workday, payroll, WFM, IAM). Architect integrations, automate JML workflows, ensure SOX compliance, drive cloud migration, produce technical documentation, and provide HRIT technical leadership across global HR and payroll environments.

Provide HR support at a manufacturing plant including onboarding, benefits administration, employee relations, performance management, compliance, recordkeeping, training, leave processing (FMLA, workers' comp), retention initiatives, investigations, and representing the company at unemployment hearings.

Lead HR risk, compliance, and policy programs partnering with Legal, HRIS, Payroll, and Finance. Build monitoring controls, run adverse impact and workforce analytics, manage OFCCP responses, develop SOPs, trainings, communications, and automated reporting tools. Drive policy governance, health & safety programs, and project manage cross-functional HR integrations and compliance initiatives.

Provide clerical and administrative HR support including payroll processing and reconciliation, maintaining HRIS and personnel files, assisting with new hire and benefits orientation, handling associate inquiries, processing unemployment and employment verifications, tracking leave/workers' compensation, and supporting special HR projects.

Own full-cycle recruitment across departments: workforce planning, sourcing (LinkedIn, job boards, referrals), screening, interviewing, offer negotiation, ATS maintenance, hiring manager advising, and onboarding coordination while ensuring compliance and excellent candidate experience.

The HR Manager will develop and execute HR strategies, manage employee lifecycle processes, ensure legal compliance, and drive engagement initiatives.

Lead HR Operations for North America, owning HRIS, workflows, policy translation, employee lifecycle processes, contractor populations, and sensitive employee relations. Improve systems, introduce AI/automation, manage and develop junior HR Ops staff, partner cross-functionally, and drive strategic projects to scale operations for rapid growth and M&A integration.

Provide full-cycle HR support for direct labor at a manufacturing site: partner with supervisors on employee relations and investigations, drive engagement and retention, support recruitment via Workday, administer orientation and advancement programs, ensure compliance with federal/state employment laws and export control policies.

Support US student recruitment end-to-end (requisitions, postings, screening, interviews, offers); complete I-9s; update new-hire orientation; document HR processes; assist student events and engagement committee; support AI implementation and other projects.

The HR Generalist will support HR operations, provide coaching, manage projects, offer training, and ensure compliance with HR policies.

Senior HR Business Partner supporting GTM across the Americas. Serve as trusted advisor to leaders, manage full employee lifecycle, drive talent and succession planning, support headcount and people-cost planning, analyze HR metrics, lead HR programs for growth and retention, and coach managers to improve performance.

The Senior HR Generalist will advise managers on HR policies, manage staffing cycles, oversee onboarding, coordinate training, and maintain employee records.

As an HR Intern, you will assist with recruitment, onboarding, training programs, and contribute to employee engagement initiatives within a manufacturing environment.

The Senior HR Business Partner aligns HR strategy with business objectives, advises leaders on talent management, leads HR initiatives, and enhances employee engagement and operational efficiency.

Serve as HR leader for Malvern site and global CSS Project Management, delivering strategic and operational HR partnership across talent strategy, organizational design, compliance, performance and succession, employee relations, and change management. Role includes ~20% global travel.

The HR Specialist is responsible for independent HR work including staffing, onboarding, and compliance, supporting dynamic clients with high-quality HR services.

Serve as a strategic HR advisor for Phoenix-based teams, partnering with leaders on talent strategy, performance, workforce planning, employee relations, investigations, and change management. Manage full employee lifecycle, ensure compliance with employment laws, leverage HCM systems for data and reporting, drive engagement and culture initiatives, and support special projects and events.

The Senior HR Generalist will lead DEI initiatives, oversee recruitment, and enhance employee engagement strategies while partnering with various stakeholders to drive HR objectives.

Partner with park and attraction leaders to handle employee relations, investigations, onboarding/offboarding, manager coaching, compliance, HRIS data integrity, workforce reporting, and HR program implementation for full-time, part-time, and seasonal employees.

Lead HR business partnering for R&D and Tech Ops & Quality, delivering strategic HR programs (talent acquisition, performance, compensation, succession, development), advising leaders on org design and change, driving employee relations and engagement, and implementing people processes to support business objectives across US and global organizations.

The Human Resources Manager collaborates with leadership to manage HR strategies, enhance employee engagement, and drive HR excellence in areas like talent management and performance.

Support HR lifecycle tasks including onboarding, I-9/E-Verify, and HRIS (UKG) data entry; audit timecards; prepare letters and org charts; run reports; maintain employee files; liaise with Payroll, IT, and Finance; create SOPs and support employees with HR inquiries to improve processes and data accuracy.

Support and administer Total Rewards (compensation and benefits) programs and systems, including leave administration, benefits enrollment, compensation cycles, vendor coordination, UAT and training, data consolidation and benchmarking, communications, event and project support, and continuous improvement to ensure compliance and high-quality service delivery.

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.