Top HR Jobs

Leads employee relations, investigations, performance matters, HR case management, employee feedback, retention insights, policy development, manager coaching, and HR representative development across a multi-state organization.

Provides transactional HR support for onboarding, benefits, I-9 and E-Verify administration, leave documentation, retirement plan transactions, employment verifications, workers’ compensation, offboarding, reporting, employee inquiries, and recruiting coordination. The role also provides executive administrative support, including calendar management, travel and expenses, document preparation, meeting logistics, confidential records, front desk backup, and company event support.

Administers HR compliance, benefits, leave, workers’ compensation, HRIS data, regulatory filings, training records, job descriptions, reporting, and affirmative action documentation. Supports audits, recruiting compliance, HR events, and talent acquisition surge needs. Maintains confidential personnel records and ensures transactional accuracy across Deltek Costpoint and ADP. Requires onsite work in Torrance, California.

Supports hotel HR operations, including hourly recruiting, screening, interviewing, onboarding, Workday administration, orientation, safety certification tracking, benefits support, associate relations, recognition programs, and HR reporting. Provides courteous assistance to associates, leaders, and candidates while supporting compliance and employee wellness initiatives.

The Senior HR Solutions Analyst administers and optimizes HR systems, workflows, access controls, integrations, and data feeds. Responsibilities include resolving system issues, conducting audits, building reports and dashboards, automating processes, maintaining documentation, training users, supporting compliance, and coordinating HR technology projects and merger integrations. The role partners with HR, IT, vendors, and global stakeholders to improve data integrity, system adoption, and employee lifecycle processes.

Manages global benefits compliance, policy drafting, leave administration, ADA accommodations, and regulatory interpretation. Oversees complex leave and health-plan cases, partners with Legal and benefits providers, maintains governance and audit documentation, advises HR teams, and analyzes case data to identify compliance risks. The role requires deep U.S. leave-law expertise, including FMLA, ADA, HIPAA, NY PFL, CA PFL, and NJ TDI, plus experience supporting global benefits programs.

Provides strategic HR consultation to department and agency leadership, supporting workforce planning, employee relations, performance management, talent management, organizational effectiveness, policy implementation, compliance, and change initiatives. Analyzes workforce metrics such as turnover, vacancies, and time to fill, recommends improvements, coaches managers, coordinates with HR Centers of Excellence, and supports HR programs and organizational projects.

Supports full-cycle payroll and routine benefits administration, including employee transactions, payroll audits, reconciliations, deductions, enrollments, and year-end activities. Maintains accurate, confidential employee data across HRIS, payroll, and benefits systems; responds to employee and manager inquiries; prepares reports; coordinates with Finance, HR, vendors, and employees; and assists with compliance, process improvements, open enrollment, and operational HR support.

Lead HR strategy and workplace culture for a 1,800-resident continuing care community, overseeing employee relations, engagement, workforce planning, performance management, succession and talent development, leadership coaching, and HR team management to attract, retain, and develop a diverse workforce.

Lead HR processes across multiple business groups, serve as the first point of contact for employee and manager questions, support leaders and HRBPs, analyze people data, deliver reporting, and support workforce planning. The role requires strong HR operations, communication, analytical, organizational, and prioritization skills in a fast-paced environment.

Strategic HR Business Partner responsible for translating business strategy into people strategy. The role partners with senior leaders, coaches leaders, supports talent development, leads workforce planning and organizational design, manages change and complex employee relations, and collaborates globally with HR centers of excellence and business partners.

Partners with Chase Wealth Management leaders on people strategy, talent and performance management, succession planning, compensation, employee relations, leadership development, organizational effectiveness, workforce analytics, and HR initiatives. Provides coaching and guidance on complex employee matters, uses workforce data to inform decisions, and leads HR projects and process improvements.

Advises senior leaders on workforce strategy, organizational design, performance, compensation, succession, talent planning, and complex employee matters. Uses HR analytics to diagnose issues and recommend actions, leads people initiatives and change efforts, and partners with specialist HR teams across a complex global organization.

Provides strategic and operational HR partnership to Academic Affairs, serving as the primary HR contact for faculty matters. Advises Deans, Department Chairs, and academic leaders on workforce planning, recruitment, employment administration, performance, organizational effectiveness, compliance, and employee relations. Coordinates faculty hiring, appointments, contracts, compensation, leaves, and separations while partnering with central HR, Talent Acquisition, Payroll, Legal, and Finance. Leads process improvement, workforce reporting, governance, and cross-functional initiatives in a complex higher education environment.

Leads day-to-day HR operations for a 500+ employee unionized nonprofit workforce. Oversees HR team leadership, labor and employee relations, compliance, total rewards, performance management, HR systems, reporting, vendor partnerships, and organizational change. The role guides investigations, collective bargaining agreement administration, benefits and compensation programs, ADP Workforce Now optimization, manager training, and workforce planning while ensuring equitable and consistent employee support.

Supports HR operations, Paycom implementation, payroll processing, employee data migration, HRIS administration, recruitment, onboarding, personnel records, compliance, and pre-employment requirements. The role assists with system testing, payroll accuracy, process documentation, employee support, job postings, candidate communications, background checks, and drug testing while maintaining confidential records and improving HR workflows.

Administers employee benefits, leave programs, FMLA and ADA accommodations, and related compliance activities. Coordinates with employees, managers, healthcare providers, insurance carriers, and third-party administrators. Supports employee relations, workers’ compensation, HR administration, payroll, and recruiting while maintaining accurate records, confidentiality, and compliance with employment laws.

Manages full-cycle recruiting, talent pipelines, university and community partnerships, internship programs, onboarding, offboarding, benefits support, payroll assistance, employee records, compliance, employee relations, and HR reporting. The role supports a positive employee experience while maintaining accurate and confidential HR data and contributing to process improvement initiatives.

The Chief Human Resources Officer leads Penn-Mar’s HR strategy and team, advising executive leadership on workforce planning, succession, organizational effectiveness, and employee relations. Responsibilities include overseeing talent acquisition, engagement, learning and development, compensation, benefits, HR technology, compliance, analytics, risk management, and HR budgeting. The CHRO manages employment law matters, supports organizational policy and strategy, and serves on the retirement committee. The role requires extensive senior HR leadership experience, certification, strategic planning expertise, and strong knowledge of employment regulations.

Serves as the strategic HR partner for Howard University’s Faculty Practice Plan and College of Medicine. Leads workforce planning, talent acquisition, employee relations, compensation, compliance, organizational development, leadership consultation, engagement, and HR analytics. Advises physician leaders, department chairs, administrators, and executives while coordinating with centralized HR teams. Supports workforce forecasting, succession planning, recruitment, provider onboarding, investigations, compensation programs, regulatory compliance, change management, and organizational effectiveness.

Configure, maintain, and optimize Oracle HCM modules while supporting implementations, upgrades, integrations, data uploads, reporting, testing, and user training. Partner with HR, IT, vendors, and business teams to improve employee lifecycle processes through automation, AI, analytics, and digital transformation. Lead continuous improvement initiatives and provide technical project leadership.

Administers broad human resources programs, including recruiting, onboarding, benefits, employee relations, performance reviews, compensation, compliance, training, records, employee communications, and workplace activities. Advises management on HR policies and employee issues while maintaining confidentiality and regulatory compliance.

Supports talent acquisition and compensation initiatives, including sourcing candidates, reviewing resumes, assisting with prescreening, recruitment marketing, employer branding, candidate communications, and transferring job descriptions into Workday. The intern also supports communications for a job description system transition and learns HR processes, business operations, and company culture.

Manage daily HR operations, including employee records, benefits, compliance, onboarding, offboarding, recruiting coordination, performance management, and employee development. Improve scalable HR policies, processes, systems, and workflows while partnering with leadership and hiring managers. Track HR metrics and prepare reports for leadership. Support employee engagement, retention, and the overall employee experience in a fast-paced, technology-driven organization.

Supports HR operations across performance management, compensation, analytics, onboarding, personnel records, compliance, and employee departures. Uses Workday and Pilat to administer performance processes, maintains confidential employee records, coordinates promotion and year-end activities, prepares communications and presentations, supports onboarding logistics, schedules meetings, and assists with cross-functional HR projects. Requires strong organization, accuracy, discretion, communication, and ability to manage competing priorities.