Top HR Jobs

Leads the Human Resources function for a senior living community, overseeing HR operations, workforce planning, recruitment, onboarding, retention, payroll, benefits, compliance, labor relations, employee relations, policies, and performance management. Supervises a Payroll/Benefits Coordinator, advises leadership, manages benefits and HRIS processes, supports investigations and grievances, and ensures effective service delivery aligned with organizational goals.

Leads HR business partnering and people operations across multiple divisions. Oversees HR Managers and Partners, employee relations, performance management, organizational development, compliance, culture, workforce planning, and enterprise change initiatives. Advises executives, partners with HR Centers of Excellence, ensures consistent HR practices, develops leadership capabilities, and provides administrative services oversight.

The HR Generalist manages day-to-day human resources activities, including employee relations, policy guidance, benefits and leave administration, payroll support, recruiting, onboarding, employee records, training, and compliance. The role partners with employees, site leadership, corporate HR, and temporary agencies; supports change management, corrective actions, reporting, and company initiatives. Approximately 25% travel or less is expected.

Provides entry-level operational support across HR, including recruiting and onboarding coordination, Paycom data administration, performance and learning management, benefits support, associate relations, compliance audits, and wellness programming. Maintains confidential employee records, assists with routine employee inquiries, coordinates vendors and benefits activities, and escalates complex matters to HR leadership. Requires occasional travel to Buffalo for site support.

The HR Manager serves as the organization’s sole HR professional and primary employee and manager contact. Responsibilities include advising leadership, ensuring employment-law compliance, improving HR processes, recruiting and onboarding, employee relations investigations, performance management, compensation reviews, benefits administration, training coordination, LMS and HRIS management, and employee separations. The role supports approximately 80 employees and promotes a positive, productive workplace culture.

Lead and execute HR functions for a manufacturing site including performance management, benefits administration, compliance, training, talent acquisition, compensation support, records management, and HR policy implementation. Partner with leadership to improve manager and associate performance, manage HR projects and reporting, and support organizational development and succession planning.

The HR Specialist supports the Crisco plant with employee relations, performance management, recruitment, compliance, and other HR activities to foster a positive work environment and ensure legal compliance.

Supports Digital HR operations across the Americas, including HR technology projects, advanced platform support, process improvement, reporting, data integrity, change management, and stakeholder coordination. The role analyzes system issues, develops dashboards and queries, improves HR processes, supports regional standardization, and partners with HR, IT, payroll, and vendors to deliver scalable digital solutions and drive user adoption.

Manage the full recruitment lifecycle, including sourcing, screening, interviewing, offers, background checks, reference checks, and onboarding. Partner with hiring managers, develop recruiting strategies, coordinate hiring activities, maintain applicant records, and provide leadership updates. Create social media recruiting campaigns, represent the organization at career and community events, build talent-source relationships, and support compliance with employment laws and HR policies.

Serves as the strategic HR partner to IT leaders, aligning people strategies with technology business priorities. Responsibilities include organizational design, workforce planning, talent reviews, succession planning, performance and compensation support, leadership coaching, employee relations, investigations, change management, engagement analysis, and risk identification. The role requires independent judgment, executive presence, strong HR business partnering, and experience supporting complex technical organizations.

Serves as a strategic HR advisor to assigned business units, aligning people strategies with business objectives. Leads workforce and succession planning, performance management, compensation cycles, talent management, employee engagement, organizational development, and change management initiatives. Partners with leaders and HR teams on workforce planning, leadership development, organizational design, retention, and culture. Provides consulting, coaching, diagnostics, facilitation, and project leadership while using metrics to improve organizational effectiveness.

Supports employees throughout their employment journey by maintaining HR records in Paycom, processing personnel changes, validating onboarding and benefits, administering orientations, reconciling invoices, conducting audits, providing employee support, and assisting with HR programs, events, and special projects.

Provides administrative support to human resources and recruiting teams by posting jobs, conducting reference checks, communicating with candidates, managing personnel documentation, entering new hires and bonuses in Paycom, maintaining confidential digital files, and supporting compliance and document retention.

Provides comprehensive HR consultation and support to assigned university client groups. Advises leaders and employees on policies, employment law, and HR best practices; processes complex HR transactions; audits reports for compliance; develops HR processes and programs; responds to inquiries; and supports strategic workforce initiatives.

Leads daily Human Resources operations, supervising staff and overseeing employee and labor relations, compliance, policies, HRIS, data integrity, reporting, process improvement, and operational projects. Partners with executive leadership, IT, Payroll, Finance, legal counsel, and college leaders to implement HR priorities, improve workflows, manage sensitive employee matters, administer labor agreements, and support organizational change and employee engagement.

Supports HR operations at a manufacturing facility across all shifts, including employee relations, policy enforcement, benefits and leave administration, engagement, retention, compliance, onboarding, offboarding, recruiting programs, safety, communications, and workforce development. Advises employees and managers, investigates concerns, analyzes HR metrics, coordinates training and surveys, and partners with leadership on legal and organizational matters.

Partners with HR leadership and business stakeholders to deliver strategic human resources support for union and non-union employees. Advises leaders on employee relations, investigations, succession planning, retention, performance, engagement, organizational development, and change management. Uses workforce analytics and benchmarking to identify trends and develop solutions. Leads cross-functional HR initiatives, supports represented employees, consults with legal, and helps strengthen organizational capability.

Serve as strategic HR partner to senior leadership, driving talent strategy, succession planning, change management, HR risk governance, performance and total rewards alignment, leadership development, and employee engagement to support business objectives during a strategic ownership transition.

Graduate HR interns rotate across HR functions including business partnering, learning and development, talent acquisition, change management, compensation, and HR technology. They contribute to business-critical projects, participate in mentorship and professional development, network with leadership, and present project outcomes. The 11-week internship is based at Land O'Lakes headquarters in Arden Hills, Minnesota, and may provide a pathway to a post-graduation HR rotational program.

Provides HR support for retail operations, focusing on employee relations, safety, risk management, recruitment, benefits, leave administration, investigations, disciplinary actions, and policy implementation. Advises management, handles sensitive workplace issues, supports workers’ compensation and unemployment matters, conducts training and audits, develops HR reports, and assists with policies and HR projects.

Leads full-cycle recruiting, including sourcing, screening, interviewing, assessments, offer extensions, candidate communication, referral programs, pipeline tracking, and hiring-manager coordination. Develops recruitment strategies, builds talent pipelines, represents the company at recruiting events, maintains confidential records, supports regulatory reporting, and ensures compliance with employment laws. Requires strong organization, communication, prioritization, problem-solving, confidentiality, and Microsoft Office skills.

Owns the end-to-end HR function for a distributed U.S. and New Zealand organization. Responsibilities include HR strategy, employee lifecycle processes, payroll oversight, HRIS selection and implementation, policies, internal controls, compliance, employee relations, performance management, compensation, benefits, recruiting, and onboarding. The role partners closely with the CFO, executives, managers, Finance, external counsel, vendors, and New Zealand HR support to build a scalable HR operating model.

Trusted HR advisor to senior leaders who develops long-term talent strategies, leads organizational design and cross-functional HR initiatives, uses data-driven insights for workforce planning and change management, mentors HR partners, and ensures alignment with cost-of-labor and compliance.

Partners with business leaders and employees on workforce effectiveness, employee relations, performance management, talent planning, organizational development, engagement, and compliance. Analyzes workforce metrics, conducts investigations, coaches managers, supports organizational change, and implements HR initiatives. Collaborates with Talent Acquisition, Compensation, Benefits, Payroll, Employee Relations, and Learning and Development teams. Primarily office-based, with regular facility presence and occasional travel between manufacturing or operational locations.

Supports day-to-day HR operations and the full employee lifecycle, including recruiting, onboarding, employee records, benefits, employee relations, investigations, engagement, compliance, workers’ compensation, leave administration, and HR office support. Partners with employees, managers, and venue leadership while maintaining confidentiality and compliance with employment laws and collective bargaining agreements. Provides HR support during events and works flexible hours onsite.