Top HR Jobs

Manages HR compliance programs, including policy and handbook reviews, personnel file and I-9 audits, mandatory training tracking, employee acknowledgments, leave and ADA accommodation tracking, and regulatory reporting. The role maintains audit readiness, coordinates with benefits providers and stakeholders, protects sensitive information, and improves HR processes across locations.

Leads strategic HR partnership for HPE Networking’s Campus and Branch organization. Develops people strategies, workforce plans, talent solutions, and organizational change initiatives while advising senior executives. Drives HR programs, transformation, engagement, organizational design, and enterprise-wide initiatives. Collaborates with HR Centers of Excellence and services teams, evaluates business impacts, and aligns talent priorities with business objectives.

Supports HR operations across benefits administration, employee relations, training, performance management, onboarding, recruitment, policy implementation, compliance, affirmative action, and HRIS management. Partners with management on workforce planning, talent strategies, strategic initiatives, and organizational development. Maintains employee records, conducts investigations, facilitates training, manages full-cycle recruitment, and ensures employment-law compliance within a healthcare facility.

Coordinates core HR operations, including employee status changes, onboarding, personnel and payroll records, background checks, I-9 and E-Verify compliance, workers’ compensation claims, employment verifications, unemployment inquiries, recruiting support, and policy training. The role also develops procedures, audits location compliance, supports new store openings, and handles confidential employee information.

Supports the HR team with employee record maintenance, policy compliance, onboarding, orientation, employee engagement, training activities, HR events, and departmental projects. The internship provides hands-on exposure to employee relations, benefits, payroll, and general HR operations, with mentorship and potential post-graduation opportunities.

Serves as a strategic HR partner to regional equipment and functional leadership teams. Leads workforce planning, organizational design, talent and succession management, leadership development, employee relations, performance management, organizational change, and HR policy execution. Coaches senior leaders and managers, advises on complex employee matters, supports restructuring, partners with HR centers of excellence, and translates workforce insights into practical people strategies across a multinational matrix organization.

Manages administrative operations and serves as the department’s HR and Academic Affairs expert. Advises leadership on recruitment, workforce planning, performance management, employee relations, labor matters, compliance, and organizational development. Oversees faculty onboarding, credentialing, privileging, malpractice insurance, and recruitment logistics. Leads operational planning, process improvement, reporting, strategic projects, policy implementation, and coordination with HR, legal, unions, academic affairs, and external stakeholders.

Supports recruitment, resume screening, interview scheduling, candidate communications, onboarding, employee engagement, record maintenance, HR reporting, data analysis, process improvement, documentation, and general HR administration. The intern gains practical experience with core HR functions, HR systems, and employee initiatives while working remotely with the People and Culture team.

Serves as a strategic HR partner, advising stakeholders on employee relations, talent acquisition, compensation, payroll, training, policies, safety, and labor-law compliance. Leads cross-functional HR initiatives, manages project timelines and risks, analyzes workforce data, supports employee engagement, and drives continuous improvement. Requires at least five years of progressive HR generalist or HR business partner experience, strong employment-law knowledge, and excellent communication, consulting, and project-management skills.

Partners with B2B leadership on talent acquisition, workforce planning, position development, compensation, staffing costs, employee relations coordination, and HR program implementation. Leads proactive sourcing and full-cycle recruiting, maintains talent pipelines, coaches hiring managers, tracks recruiting and workforce metrics, supports onboarding and performance initiatives, and identifies HR process improvements. The role requires close collaboration with leadership while maintaining confidentiality and supporting both remote and onsite operations.

Supports Frontier Airlines’ Learning & Development team with LMS administration, training compliance monitoring, HR reporting, presentations, HR systems updates, project coordination, meeting support, employee communications, and record maintenance. The intern gains practical experience supporting learning programs, HR operations, and training initiatives.

Supports HR activities in a manufacturing environment while maintaining confidentiality, demonstrating strong interpersonal communication, promoting teamwork, and using Workday, Ceridian Dayforce, and Microsoft Office. The role requires flexibility, discretion, self-motivation, and an understanding of how employee performance affects product quality and customer satisfaction.

Provides administrative support for human resources functions, including employee onboarding, new hire processing, HR/payroll data entry, employee record maintenance, file management, employee inquiries, employee relations support, terminations, newsletters, and HR projects. Requires strong communication, judgment, organization, confidentiality, and customer service skills.

Manages HR initiatives and partners with business and senior leaders to align people strategies with organizational goals. Advises on employee relations, performance management, compensation, staffing, leadership development, conflict resolution, and employment policies. Leads organizational improvement, change management, employee engagement, and HR excellence projects while coaching managers and supporting positive workplace relationships.

Serves as a strategic HR advisor to business and creative leaders, aligning people strategies with organizational goals. Responsibilities include workforce planning, organizational design, succession planning, performance management, leadership development, change management, employee relations, engagement, HR analytics, and talent reviews. Partners with HR centers of excellence to deliver integrated solutions and uses data-driven insights to improve organizational effectiveness, employee engagement, retention, and business outcomes.

Supports corporate recruiting and HR operations through employee and candidate communications, HR system updates, records maintenance, reporting, presentations, meetings, and assigned projects. The intern also assists with agendas, meeting logistics, action-item follow-up, and general HR functions while working on-site in Denver during Summer 2027.

The Director, HR Business Partner will advise Technology, R&D, and Product leaders on organizational effectiveness, change management, employee relations, succession planning, talent management, compensation, engagement, and DEI. The role analyzes HR metrics, ensures legal compliance, and implements people strategies aligned with company growth. Candidates need strong business acumen, technical-team HR partnership experience, communication skills, and investigation management experience.

Manages complex academic HR operations for an emergency medicine department, advising leadership on appointments, advancement, recruitment, compensation, leaves, onboarding, offboarding, and personnel compliance. Coordinates academic actions, faculty funding distributions, searches, promotions processes, visa matters, and HR service delivery across multiple sites. Provides strategic consultation, resolves sensitive personnel issues, ensures policy compliance, and supports departmental planning, financial management, and operational continuity.

Leads talent acquisition and broader HR initiatives, partnering with ownership and department heads on workforce strategy, recruiting, onboarding, employee relations, culture, compensation, benefits, compliance, performance management, and development. The role may emphasize full-cycle recruiting or broader HR management, including 401(k) administration. Requires strong communication, discretion, employment-law knowledge, and 5–10 years of progressive HR or talent acquisition experience.

Supports HR operations and recruiting, including onboarding, HRIS data management, employee records, employment verifications, job postings, candidate screening, offer letters, background checks, orientations, and employee events. The role partners with hiring managers, maintains confidential records, supports HR projects, and helps ensure compliance with child protection and organizational policies.

The HR Business Partner supports HR programs across Nevada stores, including employee relations, investigations, staffing, leadership development, succession planning, training, compliance, claims, accommodations, and organizational change. The role partners with store leadership, coordinates job fairs and new-store staffing, supports workplace incident response, conducts store visits, and promotes effective communication and recognition processes.

Support HR operations including employee relations, onboarding/offboarding, compliance with local law, HR reporting, special projects, survey administration, payroll assistance, and policy updates to maintain a positive workplace.

Supports broad HR programs including recruiting, onboarding, payroll, employee records, benefits, leave administration, compliance reporting, training systems, employee relations, and HR communications. Advises managers and employees on policies and employment requirements, maintains confidential records, processes HR transactions and invoices, administers HRIS and learning management data, and contributes to HR projects and process improvements.

Provides HR partnership and guidance to an assigned university department on policies, benefits, compensation, employment law, employee relations, performance management, staffing, and talent processes. Manages Workday transactions, HR reporting, audits, dashboards, service cases, onboarding and offboarding, visa documentation coordination, and compliance activities. Partners with HR centers of expertise, Talent Acquisition, Compensation, and unit leadership to support workforce planning, organizational effectiveness, and employee management.

Serve as a trusted HR advisor to senior leaders in the Office of the CFO, driving workforce strategy, org design, compensation and performance cycles, succession planning, and large-scale change. Use data and business acumen to diagnose issues, recommend actions, and lead execution with COEs and stakeholders to deliver measurable talent outcomes and leader accountability.