Top HR Jobs

Split role handling full payroll cycles (calculations, deductions, tax filings, reports, GL support) and HR generalist duties (benefits administration, performance support, employee engagement, inquiries, and cross-department HR projects).

Provide frontline HR support across day and night warehouse shifts: manage timecards, onboarding/offboarding, maintain HRIS records, coordinate scheduling and attendance, assist with audits/investigations, and support training, engagement, and recognition efforts for hourly associates.

Partner with corporate and warehouse leaders to develop HR strategy, workforce planning, performance management, compensation, succession planning, employee relations, compliance, and talent acquisition. Drive engagement, retention, and organizational design while supporting onboarding and coaching frontline managers in a shift-based, 24/7 warehouse environment.

Serve as the on-site HR partner for a 24/7 manufacturing site, leading employee relations and investigations, coaching leaders on performance and conflict, managing onboarding, accommodations, HR compliance, and driving employee engagement and HR program implementation across all shifts.

Serves as a trusted advisor to People Managers, providing guidance on workforce matters, HR policies, employee experience, lifecycle processes, and California employment legislation. Partners with HRBPs, People Services, and Centers of Excellence to implement global programs, resolve HR issues, coach managers, identify interventions through data and diagnostics, and drive continuous improvement. Supports cross-functional projects and influences senior leaders in a matrixed, international manufacturing environment.

The HR Generalist supports employees and operational leaders across multiple markets, focusing on employee relations, workplace investigations, performance management, employment-law compliance, workforce planning, and people programs. Responsibilities include coaching managers, managing employee concerns and claims, supporting leave and accommodations, maintaining HRIS workflows in Rippling, improving HR processes, and ensuring consistent onboarding, offboarding, and HR practices across distributed teams.

Human Resources Manager serving as a strategic business partner for an assigned business unit. Responsibilities include employee relations, policy and regulatory compliance, investigations, performance management, workforce planning, compensation support, recruitment assistance, HR communications, litigation responses, and process improvement. The role may support labor negotiations and grievances, coordinates HR personnel, collaborates cross-functionally, and travels up to 25% to Peterson locations.

Supports plant HR operations by managing employee and labor relations, retention, staffing, job bids, onboarding, payroll, training, compliance, audits, and HRIS data. Partners with plant leaders and employees, conducts investigations and orientations, administers policies and programs, supports workforce planning, and maintains accurate records while promoting an inclusive workplace.

Provides HR leadership and day-to-day guidance to managers and employees on talent management, employee and labor relations, investigations, workforce planning, compensation, benefits, training, policy interpretation, and employment-law compliance. Partners with local unions, responds to EEOC and DOL claims, supports HRIS updates and recruiting, conducts exit interviews, and advises management on labor agreements and workplace issues.

Supports day-to-day HR operations across the employee lifecycle, including personnel transactions, offboarding, workforce administration, employee relations, performance management, employee communications, HR reporting, and recordkeeping. Provides guidance to employees and managers, maintains confidential HR data, coordinates staffing and system updates, supports investigations, and analyzes quarterly survey results. The role is primarily office-based in The Woodlands, Texas, with up to 25% travel.

Leads human resources operations for hospitality brands, managing HR staff, recruiting, onboarding, training, performance management, compensation, benefits, compliance, employee relations, HR systems, reporting, payroll support, surveys, and accommodations. Partners with executives and property leaders to improve processes, engagement, retention, scalability, and workforce development while maintaining confidentiality and legal compliance.

Administers HR programs and policies across multiple sites, including recruiting, onboarding, employee relations, investigations, benefits, payroll timekeeping, HRIS records, compliance, personnel files, and employee engagement. Partners with site leadership, supervisors, and EH&S on workforce and safety initiatives. Provides HR reports and analysis, supports decision-making, and travels to other sites or regions as business needs require.

Supports site leadership and employees across recruitment, onboarding, employee relations, benefits administration, payroll timekeeping, HRIS records, compliance, investigations, and engagement initiatives. Maintains personnel files, prepares reports, collaborates on safety programs, and travels to other sites as needed. Requires a bachelor’s degree in Human Resources, Industrial Psychology, or a related field and at least one year of HR experience.

Provide part-time HR operations support including maintaining HRIS data, benefits administration, payroll coordination, compliance/audit support, onboarding and transactional HR tasks. Run HR reports, liaise with vendors, reconcile billing, and ensure data accuracy and audit readiness while supporting HR team processes.

Leads the strategic direction and administration of human resources across community hospitals. Oversees workforce planning, recruitment, retention, talent development, compensation, benefits, employee relations, compliance, performance management, HR policies, and staff supervision. Partners with senior leadership to improve employee engagement, mitigate legal risks, support institutional planning, and build a diverse workforce.

Supports PEO clients and employees with HR, benefits, compliance, onboarding, unemployment claims, leave administration, and HRIS troubleshooting. Processes new hires, benefits changes, and personnel updates; trains users on HRIS functionality; maintains confidential records; documents interactions in CRM; and contributes to HRIS process automation, enhancements, and testing while delivering responsive client service.

Provides administrative support to the site HR department, including employee relations assistance, benefits communication, event and orientation coordination, reporting, documentation, filing, records maintenance, and HR program support. The role supports managers and employees, coordinates town halls and engagement activities, maintains organizational and attendance records, and participates in strategic HR projects. This is an on-site position requiring strong organization, communication, computer, and multitasking skills in a fast-paced manufacturing environment.

Provide day-to-day HR/People operations support including onboarding/offboarding, Workday and time-tracking administration, employee questions, benefits orientation, compliance tasks, contingent worker administration, and local office programs. Maintain accurate employee records, support orientations and payroll/time approvals, assist with verifications and events, and identify process improvements to enhance employee experience.

Leads HR strategy throughout mergers, acquisitions, divestitures, and joint ventures, including due diligence, integration planning, organizational design, talent retention, compensation and benefits harmonization, HR systems integration, change communications, cultural integration, and governance. Partners with executives and cross-functional teams to manage transaction milestones, risks, compliance, and post-close success metrics while developing scalable HR M&A playbooks.

Serves as the strategic HR partner for NAMER Sales, Marketing, and Customer teams. Advises leaders on organizational design, team structure, performance, leadership effectiveness, talent strategy, and employee relations. Leads GTM people initiatives, coaches managers, supports hiring strategy and leveling, and partners with People functions to execute talent programs. Requires strong GTM knowledge, sound judgment, and the ability to operate strategically and operationally in an ambiguous, high-growth technology environment.

Provides administrative and operational HR support across onboarding, recruiting, immigration documentation, employee records, contracts, reporting, communications, HR systems, and employee programs. Coordinates meetings, deadlines, documentation, and cross-department projects while handling confidential information. The role also researches HR topics, maintains trackers and reports, supports performance initiatives, and improves administrative processes. It is designed for an organized early-career professional with strong communication, attention to detail, and Microsoft Office proficiency.

Leads LLNL’s Human Resources Directorate and serves as Chief Human Resources Officer. Oversees more than 100 personnel, a $30 million budget, and functions including recruiting, compensation, benefits, performance management, employee relations, development, succession planning, and HR information management. Partners with senior leadership and DOE/NNSA stakeholders to execute workforce strategies, ensure regulatory compliance, improve HR processes, implement a human capital management system, apply AI, and lead organizational transformation.

Partners with HR and operational leaders on practice integrations, organizational effectiveness, culture, change management, and enterprise HR initiatives. Develops HR processes, SOPs, training content, engagement surveys, integration materials, and policy resources. Coordinates cross-functional HR projects, analyzes employee feedback, supports organizational change, and provides recommendations to leadership. The role is remote with occasional travel and requires collaboration across HR, Compliance, Payroll/HRIS, Operations, and Talent Acquisition.

Supports regional HR operations through high-volume HRIS data entry, employee record maintenance, onboarding, offboarding, I-9 processing, compliance tracking, and HR service request resolution. Serves as a primary contact for field managers and employees, coordinates with Payroll, Benefits, Recruiting, IT, and Compliance, and assists with HR projects and process improvements.

Provides administrative and operational support to the Human Resources team, including onboarding and offboarding coordination, employee inquiries, HR records, compliance activities, meeting scheduling, reporting, audits, engagement programs, and departmental projects. Maintains confidentiality, updates spreadsheets and trackers, communicates routine HR information, and supports HR specialists and management under close supervision.