Top HR Jobs

Coordinates new-hire onboarding from offer acceptance through the first weeks of employment. Supports incoming employees, manages background checks and employment verification, collects tax and payroll documents, maintains HRIS and applicant-tracking records, and coordinates with facilities and payroll for badges, clearances, and wage setup. Ensures compliance, accuracy, confidentiality, and a positive onboarding experience.

Supports HR operations at a unionized manufacturing plant, including employee relations, staffing, onboarding, training, engagement, records, compliance, investigations, HR reporting, and collective bargaining agreement administration. Partners with plant leaders, employees, supervisors, and union representatives to address workforce concerns and maintain consistent policies and labor practices. The role is on-site five days per week and requires 5–10% travel.

Supports HR administration and office operations, including biweekly payroll processing, time and attendance tracking, personnel records, HRIS maintenance, benefits administration, onboarding, offboarding, reception, office supplies, and company events. Maintains confidentiality and communicates with employees and department leaders to ensure accurate records and smooth administrative processes.

Provides administrative and clerical support for recruitment, onboarding, employee records, benefits, payroll preparation, HR reporting, compliance, and employee inquiries. Maintains confidential personnel information, coordinates background checks and interviews, updates HR systems, supports audits and regulatory reporting, and assists with engagement and professional development initiatives.

Supports hospital recruitment and onboarding by managing job postings, screening applicants, coordinating interviews, maintaining the recruitment HRIS, assisting with orientation, and supporting new employees during their first six months. The role also contributes to interview panels, career events, job-description maintenance, employee relations, HR reporting, employee in-services, and general human resources functions.

Coordinates new-hire onboarding from offer acceptance through the first weeks of employment. Responsibilities include supporting incoming employees, managing background checks and employment verifications, collecting employment paperwork, maintaining HRIS and applicant-tracking records, ensuring compliance, and coordinating with facilities and payroll for badges, clearances, and wage setup.

The HR Generalist partners with assigned departments across the employee lifecycle, including recruiting, onboarding, performance management, employee relations, development, and offboarding. The role administers the HRIS, benefits, reporting, analytics, and compliance processes; coaches leaders; manages employee data; and improves scalable HR workflows. This onsite position also leads full-cycle recruiting and translates workforce metrics into actionable business recommendations.

Provides administrative support to the HR department, including pre-employment checks, onboarding, orientation, offboarding, employee records, HR reporting, benefits enrollment, compliance support, scheduling, and employee initiatives. Maintains confidentiality, communicates HR policies, assists with special projects, and supports daily departmental operations.

Maintains employee data and personnel changes in Paycom, audits HR records, prepares reports, and resolves routine system and process issues. Coordinates staff training, employee surveys, required learning records, and follow-up activities. Develops SOPs, process maps, job aids, and training materials while supporting HR process improvements and system changes. Requires strong data validation, communication, confidentiality, bilingual English-Spanish skills, and travel between UCC locations.

Provides day-to-day HR support across recruiting, onboarding, payroll and timekeeping, benefits, leave administration, employee relations, performance management, HRIS records, compliance, and policy administration. Supports managers and employees, maintains accurate confidential records, coordinates workers’ compensation and employee separations, prepares HR reports, and assists with engagement, training, audits, and process improvement initiatives.

Supports daily HR operations, including employee relations, HR reporting, recruiting coordination, onboarding, training, compensation administration, work authorization audits, leave management, workers’ compensation, investigations, exit interviews, and personnel file maintenance. Partners with managers and HR leadership to administer policies, resolve employee issues, maintain compliance, and support employee development.

Serves as a strategic HR advisor to senior leaders in Legal, Finance, and IT. Translates business strategy into people strategy, leads workforce planning, organization design, succession planning, leadership development, and change initiatives. Uses people data, analytics, and AI-enabled tools to guide decisions and measure HR impact. Partners with HR centers of excellence and shared services to address complex people matters and ensure consistent execution in a complex global environment.

Supports recruiting, candidate screening, job fairs, onboarding, benefits enrollment, employee HR inquiries, HRIS records, training, surveys, HR metrics, and related HR projects. Maintains confidential employee information and ensures compliance with employment, OSHA, labor, and company policies. The role requires strong communication, organization, Microsoft Office proficiency, and the ability to manage multiple HR priorities.

Human Resources Director opportunity for the City of Chamblee, Georgia, recruited with assistance from Sumter Local Government Consulting. The provided posting is a coming-soon announcement and does not yet include specific responsibilities, qualifications, benefits, compensation, or hiring details.

Serves as the primary HR business partner for Campus Services units, advising leaders and employees on employee relations, labor relations, performance management, organizational design, talent development, compensation, recruitment, engagement, and change management. Leads HR programs, analyzes workforce data, supports reorganizations, advises on collective bargaining agreements, ensures policy and legal compliance, and coaches managers across unionized and non-union environments.

Serves as a strategic HR partner to senior leadership, aligning people strategies with business goals. Leads organizational design, transformation, workforce planning, talent and succession management, leadership development, performance and reward programs, engagement initiatives, complex employee relations, employment-law compliance, and HR service delivery. Uses data and business insights to influence decisions, strengthen organizational effectiveness, and support sustainable growth.

Supports the full employee lifecycle, including recruitment, onboarding, HRIS administration, employee relations, compliance, training, reporting, engagement, and performance processes. Partners with employees, managers, and HR leadership across multiple locations while ensuring accurate records and compliance with employment laws. Also contributes to HR projects, process improvements, and workforce planning initiatives.

Configure, maintain, and support Workday HR modules; gather requirements, resolve system and data issues, create reports, conduct testing and audits, document processes, develop training materials, and identify process improvements.

The Human Resources Business Partner partners with business leaders to support talent retention, development, employee engagement, culture, performance management, and HR programs. Responsibilities include advising on employee relations, progressive discipline, employment law compliance, conflict resolution, job descriptions, workforce KPIs, and performance evaluations. The role manages confidential employee relations cases, collaborates with HR centers of excellence, and provides guidance on HR policies and talent initiatives.

Leads complex enterprise HR projects and transformation initiatives from planning through implementation and sustainment. Responsibilities include succession planning, performance management, compensation, leadership development, change management, HR process improvement, stakeholder engagement, executive presentations, KPI tracking, and HRIS technology alignment. The role partners with senior HR leaders and cross-functional teams to improve talent strategies, facilitate adoption, and deliver measurable organizational outcomes.

Provides strategic leadership for IJM’s global HR technology ecosystem, Workday roadmap, people data strategy, workforce analytics, data governance, and compliance. Leads HR technology transformations, system configuration, integrations, reporting, dashboards, and UAT. Manages a global team of HR systems, analytics, reporting, and data governance professionals while advising leadership on workforce insights and technology investments. The role is based in Washington, DC with a hybrid schedule.

Supports HR Operations through HR system testing, workflow updates, issue tracking, chatbot validation, usage analysis, dashboard preparation, spreadsheet and report maintenance, process improvement, and administrative support. The intern will contribute to HR technology, automation, reporting, employee experience, and special projects while handling confidential information and collaborating with HR and other departments.

Supports plant HR operations, including recruiting, onboarding, benefits enrollment, payroll and timekeeping data, HRIS maintenance, employee records, I-9 audits, safety documentation, and employee communications. Provides clerical support to plant management, processes accounts payable documentation, manages office supplies, coordinates drug and alcohol screening, and follows company, food safety, GMP, HACCP, and workplace safety procedures.

Supports employees, leaders, and the HR team by providing dependable HR guidance and maintaining a responsive, organized, employee-focused workplace that advances the organization’s patient-care mission. The role requires knowledge of HR functional areas, at least two years of HR experience preferred, and proficiency with Microsoft Office applications.

Recruits and screens candidates, manages job postings and interviews, coordinates onboarding, and supports employees with HR questions. Builds relationships with hiring managers, attracts talent through multiple channels, evaluates qualifications, maintains confidentiality, and assists with employment-related issues as part of the HR team.