Top HR Jobs

Senior HR leader partnering with executives to shape and execute people strategy, workforce planning, org design, change management, and talent programs. Drive data-driven HR solutions, implement HR technologies and AI, coach leaders, manage performance and succession, and use analytics to influence decisions while championing inclusion and exceptional employee experiences.

Partners with regional and store operations leaders to align HR strategies with business goals. Leads talent development, succession planning, workforce planning, employee relations, compliance, coaching, and performance management. Analyzes workforce metrics to improve retention, engagement, staffing, and organizational effectiveness. Advises leaders on employment laws, policies, investigations, corrective action, and organizational change while driving HR process improvements across multi-unit retail regions.

Processes multi-entity payroll, compensation and status changes, benefits and 401(k) deductions, onboarding and termination records, reconciliations, payroll invoices, and confidential documentation. Supports recruiting follow-up, employee communications, background checks, offer letters, and new-hire paperwork. Ensures payroll accuracy, compliance with I-9 retention requirements, timely processing, and organized recordkeeping while coordinating with operations, accounting, vendors, and employees.

Investigates sensitive HR and associate relations matters, conducts interviews, analyzes case data, adjudicates findings, recommends corrective action, and documents investigations. The role manages cases independently, advises business partners and leadership, identifies trends, collaborates with Legal, and supports revisions to HR policies and programs. Strong organizational, analytical, communication, conflict-resolution, and multitasking abilities are required, along with proficiency in Microsoft Office, Lawson ERP, and Workday.

The Senior Human Resources Business Partner advises leaders on workforce planning, performance management, policy application, organizational change, and employee relations. They manage investigations, corrective actions, accommodations, case documentation, and escalations. The role also leads employee engagement, recognition, surveys, organizational effectiveness reviews, workforce restructuring consultations, and cross-functional HR initiatives while ensuring compliance, confidentiality, and consistent HR practices.

Leads Human Resources strategy and operations for Wheeling Hospital, overseeing recruitment, employee and labor relations, performance management, succession planning, engagement, compliance, change management, budgeting, and HR team development. Advises senior leaders on workforce and organizational matters, supports mergers and acquisitions, and partners with legal counsel on union collective bargaining requirements.

Supports core HR programs and employee lifecycle processes, including HRIS updates, onboarding, offboarding, I-9 compliance, employment verifications, record maintenance, performance and training administration, reporting, process documentation, employee support, and HR projects.

Leads all Human Resources functions for a Federally Qualified Health Center, including talent acquisition, onboarding, training, employee relations, compensation, benefits, compliance, HRIS administration, engagement, and workforce strategy. Partners with executive leadership, HR vendors, legal counsel, and regulatory bodies to ensure compliant and effective HR operations. Oversees employee development, retention, total rewards, reporting, and organizational initiatives.

The Human Resources Manager partners with Distribution and Transportation leadership to execute HR strategies, improve organizational performance, and develop talent. Responsibilities include coaching managers, leading change initiatives, supporting employee engagement and safety programs, managing complex employee relations, ensuring regulatory compliance, and aligning people objectives with business goals. The role is full-time and onsite in Jeffersonville, Indiana.

Coordinates recruiting, candidate screening, onboarding, HRIS administration, employee records, benefits support, compliance documentation, employee inquiries, offboarding, reporting, and general HR operations. The role maintains confidential personnel information, supports HR projects and initiatives, and collaborates with administration, IT, hiring managers, and HR leadership. Requires strong organization, communication, attention to detail, discretion, and at least two years of relevant experience.

Supports HR operations at a 24/7 manufacturing plant, including employee relations, investigations, recruiting, onboarding, engagement initiatives, HR administration, leave and benefits administration, compliance, payroll timekeeping, and plant leadership support. Maintains a visible presence across shifts, manages employee records, processes labor hours using Kronos, recruits through Workday, and assists with purchasing and accounts payable activities using OnBase.

Serve as the strategic HR partner to Operations, supporting manufacturing, supply chain, deployment, and field service teams. Lead talent and performance reviews, workforce planning, organizational design, manager coaching, employee development, and complex employee relations investigations. Advise on non-exempt workforce practices, wage and hour compliance, attendance, scheduling, leave administration, and employee classification. Collaborate with People Operations and Talent Acquisition to improve programs and support organizational growth.

Provides advanced HR guidance on employee relations, investigations, performance management, leave and accommodation matters, compliance, policies, compensation, recruitment, succession planning, workforce planning, and strategic HR initiatives. Advises leaders, analyzes HR metrics, supports employee engagement and retention programs, and manages sensitive employment information while ensuring fair, consistent, and legally compliant practices.

Supports 6–8 client organizations across payroll, benefits administration, HR documentation, employee relations, recruiting, onboarding, performance management, HRIS maintenance, and process improvement. Serves as a routine HR contact, manages multi-state payroll and 1099 contractor requirements, maintains accurate records, and escalates complex matters to HR Principals. Requires strong organization, communication, confidentiality, independent work, and client service skills.

Leads the organization’s HR strategy, policies, compliance, recruitment, employee relations, training, compensation, benefits, and organizational development. Oversees HR staff, HRIS administration, personnel records, budgets, workforce planning, and employee engagement initiatives. Advises executive leadership on employment law, staffing, pay practices, benefits, succession planning, and labor relations while ensuring compliance with federal and state regulations.

Leads all human resources operations for a high-volume beverage manufacturing plant. Advises plant leadership on workforce planning, employee relations, compliance, engagement, talent development, recruiting, retention, performance management, HRIS processes, attendance, analytics, and succession planning. Manages the site HR team, oversees hiring and separations, develops training initiatives, ensures employment-law compliance, and drives process improvements and a high-performance, inclusive workplace culture.

Supervise employment screening and driver qualification operations across a multi-state organization. Manage background checks, drug testing, MVR reviews, employment verifications, FCRA adverse actions, DOT qualification files, vendor coordination, audits, compliance cases, and reporting. Lead, coach, and evaluate staff while managing an individual caseload, resolving complex issues, improving workflows, and collaborating with HR, Legal, Safety, Talent Acquisition, and field leadership.

Supports plant-wide human resources operations, including employee relations, policy administration, compensation and benefits, payroll support, HRIS maintenance, recruitment, onboarding, training, workforce reporting, temporary staffing, and personnel records. Advises managers on performance, attendance, corrective action, investigations, and employment practices while coordinating associate communications, recognition programs, and compliance activities.

Serves as the on-site HR contact, managing recruiting, onboarding, employee relations, training, performance management, benefits, payroll support, leave administration, safety, compliance, records, and HR reporting. Partners with managers on hiring and employee issues, supports union-related reporting, coaches leaders, and provides HR assistance to other locations. Requires at least five years of HR experience and three years of recruiting experience.

The Senior HR Business Partner aligns HR strategies with business operations, advises leaders on workforce planning, engagement, performance, retention, and employee relations, and coordinates support across HR functions. The role analyzes workforce metrics, guides policy implementation, supports investigations and compliance, leads HR projects, mentors HR staff, and maintains on-site relationships across multiple Massachusetts locations.

Supports employees and leaders with day-to-day HR needs in an in-person manufacturing environment. Administers leave of absence and workers’ compensation processes, maintains records and timekeeping accuracy, facilitates onboarding and employee check-ins, supports offboarding and unemployment claims, provides policy and employee-relations guidance, and contributes to reporting, workplace committees, and HR process improvements.

The HR Generalist administers FMLA and other leaves, workers’ compensation claims, return-to-work programs, employee relations, attendance policies, onboarding, benefits support, records, and HR compliance. The role partners with Safety and Operations to maintain a safe, drug-free workplace, supports investigations and policy enforcement, tracks HR cases and metrics, and provides confidential guidance to employees and managers. Three to five years of HR experience and strong knowledge of leave administration are required.

Supports HR projects across talent development, total rewards, talent acquisition, HRIS, and HR operations. Assists with process improvements, department goals, presentations, special assignments, and collaboration with HR and business teams. The internship provides exposure to HR strategy, AI-enabled work practices, networking, professional development, and independent and team projects in a flexible hybrid environment.

Validates Form I-9 and E-Verify records for university employees, ensuring employment eligibility and federal compliance. Coordinates onboarding paperwork, verifies documents, maintains HR data, prepares reports, manages reverification and termination records, and responds to departmental inquiries. Partners with HR, international student services, General Counsel, and external attorneys on employment authorization matters. Provides administrative support, audits, process testing, confidential information handling, and business-process improvement.

Supports HR operations with a focus on I-9 and E-Verify administration across U.S. and Puerto Rico locations. Reviews records, assists with audits, resolves tentative non-confirmations, responds to HR inquiries, and supports UX and UAT for benefits and HR applications. The intern also contributes to process improvements and HR technology and payroll activities.