Top HR Jobs

Provide HR support to a small book of client businesses, assisting with employee relations, performance management, policy development, training coordination, terminations, and HR reporting to improve client operations and reduce liability.

Manage full-cycle recruiting, onboarding, employee records, benefits support, employee relations, performance and disciplinary processes, compliance, HR documentation, and HR projects while communicating in English and Mandarin.

Lead people strategy and partner with business leaders to solve organizational challenges. Drive retention, talent assessment, succession planning, org design, compensation, leadership development, and coach managers to enable performance and change.

Serve as a strategic HR advisor to senior editorial leaders, driving workforce planning, performance management, employee relations, onboarding, and talent initiatives. Partner with TA, Total Rewards, HR Ops and Finance to align headcount, compensation and succession planning. Manage operational HR processes, document employee relations matters, use people analytics for retention, and implement scalable solutions for newsroom needs.

Provide administrative support to the HR department including processing documentation and records for hires, terminations, and benefits; answer employee policy questions; assist with HR events, benefits enrollment, employee communications, and company meetings; perform other assigned duties.

Support managers with recruiting, employee relations, and HR policy administration. Administer compensation, benefits, training, payroll-related documentation, and performance evaluation records. Serve as liaison between employees and management, handle HR compliance (leave, OSHA, workers' comp), and assist with implementing HR practices and procedures.

Remote HR Assistant supporting recruitment, retention, and onboarding. Responsibilities include posting jobs on ADP and job sites, screening candidates, scheduling interviews, conducting background/reference checks, coordinating offers and onboarding, maintaining personnel files, tracking milestones and internal announcements, and assisting with day-to-day HR operations and process improvements.

Provide HR support for manufacturing operations including labor and employee relations, administer collective bargaining agreements, analyze HR metrics, develop engagement and development programs, advise leaders on policy and legal compliance, use HRIS and Microsoft tools, and partner with management to improve employee experience and operational efficiency.

Provide high-level administrative support to two HR VPs, managing complex calendars, meetings, travel, correspondence, expense and procurement tools, briefing materials, and special HR projects while maintaining confidentiality and cross-functional collaboration across a global organization.

Provide HR support across employee relations, payroll and compensation tasks, HRIS/CRM data management, policy compliance, investigations, HR projects, and coordination with Payroll and managers to ensure accurate documentation and timely HR operations.

Manage day-to-day HR administration, develop and implement HR policies and employee handbook, coordinate onboarding and pre-employment verifications, assist with immigration paperwork (H1/Green Card), maintain confidentiality, and support HR operations and organization-wide HR processes.

Serve as a strategic HR partner to senior leaders across corporate functions, advising on organizational effectiveness, change management, workforce planning, talent reviews, succession, leadership development, employee relations and investigations, performance coaching, and people analytics. Drive integrated HR solutions with TA, Total Rewards, and L&D, ensure legal and policy compliance, mitigate people-related risks, and scale HR programs to support growth.

Serve as the primary HR partner for Sales and Marketing, advising leaders on org design, performance cycles, compensation, talent acquisition, engagement, employee relations, and compliance. Drive people programs, analyze workforce data, support workforce planning, manage investigations and performance improvement plans, and coordinate with global HR, Compensation, TA, and L&D to build high-performing teams.

Serve as the HR Business Partner for the North Chicago manufacturing plant, reporting to the Site HR Leader. Support employee well-being and development, lead HR initiatives and small projects, deliver HR operational excellence via systems, identify business opportunities, and balance employee and business needs.

Manage plant HR operations including weekly payroll and timekeeping, full-cycle hourly recruitment and onboarding, HRIS updates in Workday/UKG Dimensions, benefits support, employee records and relations, and front-office administrative duties to foster a compliant, productive workplace.

Lead HR data strategy, consolidate HR systems (Workday, One Model, SharePoint), build executive dashboards and predictive analytics, govern HR data quality, partner with vendors, enable self-service analytics, and support HR operations and strategic initiatives.

Provide HR generalist and training support for a distribution center: employee relations, investigations, recruitment/onboarding, performance reviews, develop and deliver training (LMS, e-learning, in-person), handle HRIS/ATS data entry, and ensure compliance with company policies and GMP training requirements.

Lead strategy and operations for compensation, benefits, payroll, recognition, and compliance across a multi-state, fully remote nonprofit. Build pay architecture, manage benefits and ERISA/ACA/5500 compliance, oversee multi-state payroll, and lead a small Total Rewards team while partnering with executives, Finance, Legal, and Communications.

Manage day-to-day administration and continuous improvement of benefits, compensation, recognition, leave, and wellness programs; lead open enrollment and vendor relationships; support compensation cycles, pay band maintenance, benchmarking, and pay equity analyses; administer multi-state leaves and accommodations; provide payroll back-up in ADP Workforce Now; ensure compliance and cross-functional coordination to operationalize Total Rewards for a remote, union and non-union workforce.

Submit your resume and application responses to join Impact Search Advisors' exploratory candidate network. Search consultants will review your background, connect you with mission-driven opportunities, and provide tailored support and recommendations.

Serve as a strategic HR partner to senior leaders, lead and coach an HR team, develop and implement HR strategies, advise on talent acquisition, performance and succession planning, drive employee engagement and inclusion, and analyze workforce metrics to inform decisions and continuous improvement.

Serve as a strategic HR partner to business leaders, advising on organizational design, talent strategy, performance management, employee relations, headcount management, succession planning, and change management to drive engagement and business results.

Serve as an HR business partner supporting site and enterprise Defense initiatives: advise managers and employees, handle employee relations and investigations, support recruiting and onboarding, lead onboarding, internship, retention, culture and engagement programs, and use HR data/AI tools to create analytics, dashboards, and recommendations.

Serve as strategic HR Business Partner for Teledyne FLIRs largest Defense division. Advise leaders on organization design, talent, workforce planning, succession, engagement, employee relations, and change management. Use workforce analytics and AI-enabled tools to drive decisions, lead talent and leadership development initiatives, support global HR programs, and travel ~252% for domestic and occasional international work.

Provide day-to-day HR transactional support and administration across HRIS/payroll, performance management, talent acquisition, onboarding, employee engagement, and HR process improvement. Partner with HR Shared Services, COEs, and business leaders to resolve employee issues, produce standard and ad-hoc reports, support development programs, and execute HR roadmap items focused on employee relations, engagement, and talent management.