Top HR Jobs

Administers employee leave, absence tracking, workers’ compensation claims, return-to-work planning, and OSHA compliance records. Supports employees and managers with sensitive HR questions, coordinates with payroll and benefits partners, maintains confidential records in UKG and HR systems, prepares reports and metrics, and assists with HR administration, employee events, correspondence, and office operations.

Supports HR operations, employee relations, policy administration, compensation and job evaluations, recruiting coordination, onboarding, training, investigations, leave and workers’ compensation processes. Maintains employee records, work authorization audits, HR reports, disciplinary tracking, and performance documentation. Provides guidance to employees and managers while supporting compliance and organizational development in an onsite, multi-shift environment.

The Human Resources Manager supports employee relations, workplace investigations, complaints, employment disputes, leaves of absence, and compliance with California labor laws. The role reports to the Senior Director of Human Resources and includes maintaining HR programs and processes. This hybrid position requires weekly visits to assigned campuses and occasional travel outside the area.

Provides comprehensive HR support with primary responsibility for FMLA and leave administration, employee relations, Workday onboarding, personnel records, compliance, reporting, and HR projects. Advises employees and managers on policies and workplace concerns, assists with investigations, performance management, corrective action, coaching, and conflict resolution, while ensuring confidential and consistent application of employment laws and university policies.

Leads human resources strategy for an aerospace division, advising senior executives and managing HR Business Partners. Oversees talent management, succession planning, employee relations, performance management, total rewards, organizational effectiveness, leadership development, retention, employee surveys, and human capital initiatives. Uses workforce data and analytics to identify challenges and drive business outcomes while leading complex projects, change management, and cross-functional collaboration.

Provides administrative HR support for distribution center employees and HR staff. Responsibilities include managing unemployment and leave claims, reporting workers’ compensation claims, assisting with benefits enrollment, administering Work Opportunity Tax Credits, maintaining personnel files, and tracking attendance. The role requires strong organization, communication, analytical, mathematical, collaboration, and Microsoft Office skills, along with at least two years of clerical experience.

Provides broad HR administrative and program support, including recruitment processes, onboarding, HRIS transactions, performance and compensation cycles, succession planning, training coordination, payroll paperwork, exit processing, and employee engagement initiatives. Maintains HR documentation and SOPs, supports HR leadership, analyzes organizational trends, and identifies process efficiencies.

The HR Technology Analyst configures, optimizes, supports, and tests HR technology platforms serving frontline employees. The role translates business needs into scalable solutions, improves processes and data governance, supports system releases, troubleshoots issues, creates documentation and training, and partners cross-functionally with HR, IT, Supply Chain, and business teams. Responsibilities also include Agile participation, technology pilots, innovation, user experience improvements, validation planning, and project leadership.

Manage HR administration across the employee lifecycle, including onboarding, attendance, terminations, contracts, HR data maintenance, and employee records. Support HR system queries, enable manager self-service, handle internal and external inquiries, and deputize for the Group HR Manager when required. The role requires strong HR operations experience, accuracy, discretion, initiative, and the ability to meet tight deadlines.

Recruiter responsible for managing end-to-end hiring activities, including sourcing candidates, conducting interviews and reference checks, coordinating approvals and postings, determining salary within established structures, and supporting onboarding administration. The role also manages agency and community relationships, employee referral and internal posting programs, employment verifications, job advertising, and volunteer placement coordination.

Supports manufacturing operations as a strategic HR partner, advising leaders and employees on employee relations, performance management, workforce planning, talent development, recruiting, onboarding, retention, labor relations, compliance, and organizational effectiveness. Coaches managers, supports succession planning and learning initiatives, strengthens safety culture, and ensures alignment with employment laws, company policies, and collective bargaining agreements across multiple operating locations.

Partners with senior investment leaders and global investors on HR strategy, talent decisions, organizational change, and team development. Oversees investment-unit coordination processes, represents HR on technology workstreams, helps manage the HR technology roadmap, and connects the investment group with HR specialist functions. Builds relationships across a complex matrix, facilitates meetings, provides manager education and tools, leads projects, analyzes data, and translates business priorities into organizational actions.

Serve as a strategic HR partner to the Go-to-Market organization, advising leaders and employees on onboarding, performance management, employee relations, engagement, recognition, and manager development. Facilitate training, support talent acquisition, coordinate Las Vegas office operations, manage vendors, and conduct investigations. The role is based in Las Vegas with a hybrid schedule and regular travel to Aliso Viejo, California.

Own benefits administration, payroll data accuracy, HR systems, multi-state employee and contractor compliance, employee relations, reporting, and HR process improvement. The role manages enrollment and COBRA, supports payroll and tax accounts, maintains Paychex and related systems, oversees filings and performance reviews, coaches managers on routine employee issues, and supports investigations. The position requires independent ownership, strong attention to detail, and experience supporting distributed workforces.

Manage day-to-day, multi-state HR operations including leave and accommodation administration, onboarding and offboarding, I-9 verification, background checks, employment compliance, contractor records, HRIS administration, reporting, employee inquiries, and documentation. Support filings, unemployment claims, garnishments, performance reviews, and HR and Finance administrative processes while maintaining accurate, confidential records.

Provides administrative support to a plant HR department, including processing I-9 documentation, maintaining employee records, supporting compliance audits, answering employee inquiries, and assisting with workplace concerns. Coordinates engagement events, orientations, exit interviews, training, and employee support initiatives. The role requires strong organization, confidentiality, communication, multitasking, and relationship-building skills in a fast-paced production environment.

Provides administrative support to HR and Staff Development teams by maintaining confidential employee and training records, assisting with onboarding and HR events, coordinating training logistics, managing room and equipment setup, supporting the Relias learning management system, handling data entry and document management, assisting with benefits audits, and responding to employee inquiries.

The HR Business Partner supports regional dealership and site leaders across multiple locations. Responsibilities include employee relations, investigations, manager coaching, talent development, change management, workforce planning, engagement, retention, employment-law compliance, risk management, and organizational improvement. The role supports more than 400 employees, travels to local sites approximately 30% of the time, and partners with leaders to align HR strategies with operational goals.

The Human Resources Business Partner advises leaders on employee relations, workplace investigations, performance management, employment law, engagement, retention, and policy application. The role analyzes employee relations trends, supports performance reviews and development planning, partners with field leadership and HR teams, resolves escalated concerns, and improves HR processes and employee experience while reducing legal and operational risk.

Serves as a strategic advisor to senior executives, defining talent and workforce strategies, leading organizational transformations, guiding succession and leadership development, and using workforce analytics to improve organizational performance. Builds trusted executive relationships, strengthens HRBP capabilities, champions inclusive high-performance cultures, and delivers integrated HR solutions aligned with business objectives, risk policies, and long-term workforce needs.

Partners with senior technology executives to develop talent and workforce strategies across AI, data, and engineering organizations. Leads organizational design, succession planning, executive coaching, leadership development, workforce analytics, HR processes, cultural evolution, and change management. Supports large-scale technology transformation and builds the capabilities needed for engineering excellence and enterprise innovation.

Supports compensation and benefits analysis, benchmarking, reporting, policy improvement, HR data analysis, presentations, performance review projects, and cross-functional coordination. The intern collaborates with Legal, Finance, Store Operations, and Regional HR teams while assisting the Compensation and Benefits Manager in an international environment.

Leads the global HR workstream for acquisitions, divestitures, and outsourcing transactions. Advises business, legal, finance, and corporate development leaders on people impacts, due diligence, risks, valuation, contracting, integration planning, compliance, employee communications, retention, and organizational change. Coordinates cross-functional HR teams, manages complex timelines, oversees client transitions, and continuously improves the HR M&A operating model and playbook.

Manages the hotel’s human resources function, including recruiting, training, performance management, employee relations, wage and benefits administration, labor relations, compliance, and employment eligibility verification. Advises hotel leadership, oversees HR programs and policies, supports associate recognition and engagement activities, administers union contracts where applicable, and ensures compliance with applicable state and federal employment laws.

Provides tiered HR support to employees and leaders, including ticket resolution, onboarding, background checks, orientation, HR policy guidance, payroll and benefits support, records management, HRIS data integrity, and process improvement. Partners with HR centers of excellence and regional leadership to resolve issues, ensure compliance, and deliver consistent people services. The role is fully onsite in Boise, Idaho, with occasional meetings outside standard business hours.