Top HR Jobs

Manage US employee lifecycle processes in Workday, including onboarding, organizational changes, data integrity, reporting, employment verifications, and exits. Deliver new hire orientation, maintain HR policies and handbooks, support payroll and benefits cycles, monitor downstream integrations, and improve and document scalable HR workflows. Partner with Legal, HR business partners, payroll, benefits, and people operations teams while handling sensitive employee information.

Provides day-to-day human resources support for military personnel, government civilians, and contractors. Maintains personnel databases and records, manages in-processing and out-processing, updates vacancy and organizational manpower documentation, tracks awards and personnel actions, coordinates Reserve orders and funding, manages deployment training requirements, and delivers personnel status briefings to senior leadership.

Configure and support Workday HR systems, analyze business requirements, develop reports, troubleshoot system issues, maintain data integrity, manage workflows and backlogs, document procedures, train users, and support HR systems projects. The role partners with internal and external stakeholders, monitors HRIS trends, and provides solutions across multiple Workday modules, with preferred experience in integrations and security.

Partners with plant and business leaders on HR strategy, employee relations, talent management, performance culture, change management, compensation, engagement, retention, and compliance. Advises leaders on people challenges, supports organizational and workforce planning, develops change plans, and collaborates across HR functions to deliver site people initiatives in a manufacturing environment.

Leads HR strategy and services for regional or functional business groups. Advises leaders on organizational effectiveness, employee relations, performance management, workforce planning, talent development, compensation, succession planning, and engagement. Manages HR teams, labor relations, compliance, investigations, leadership coaching, and M&A integration while supporting a high-performing culture.

Supports human resources operations for warehouse associates, including employee relations investigations, hourly recruiting, benefits enrollment, compensation and timekeeping administration, onboarding, training, coaching, reporting, and recognition programs. Partners with management on HR initiatives, policy compliance, process improvements, workforce planning, and associate communications. Requires occasional travel and some support outside regular business hours.

Supports manufacturing-site and functional leaders with strategic HR guidance across employee relations, performance management, workforce planning, talent development, organizational change, engagement, and compliance. Coaches managers, supports investigations and corrective actions, analyzes HR trends, implements HR programs and digital tools, and partners with HR leadership on organizational effectiveness and succession planning. The role is performed onsite in a manufacturing facility and may require travel to assigned sites.

Supports HR recruitment, onboarding, employee engagement, and internship-program initiatives. Responsibilities include organizing candidate information in Excel, creating satisfaction surveys, developing Canva social media posts, coordinating workshops and career fairs, updating the intern yearbook, and assisting with recruitment and outreach activities.

Administers and optimizes HRIS and payroll systems, processes accurate and compliant payroll, maintains employee data, manages deductions and leave requests, resolves system issues, and produces HR and payroll reports. The role supports audits, reconciliations, dashboards, compliance documentation, system upgrades, process improvements, and employee payroll inquiries while coordinating with vendors and internal stakeholders.

Provides comprehensive HR support, including employee relations assistance, recruiting coordination, onboarding, HRIS transactions, personnel record management, benefits and leave administration, compliance activities, reporting, and employee engagement initiatives. Serves as a key employee and manager contact while maintaining confidentiality, supporting audits, coordinating events, and promoting a positive workplace culture.

Supports full-cycle HR processes with emphasis on employee relations, compliance, unemployment claims, HR data validation, investigations, and employee and management inquiries. Maintains case records, assists with regulatory implementation, prepares reports, supports management guidance, and improves HR procedures and SOPs while partnering with HR Business Partners and Employee Relations specialists.

Supports recruiting, onboarding, employee relations, compensation, benefits administration, performance management, training, employee communications, attendance tracking, workers’ compensation reporting, and HR policy administration. Maintains confidential employee information, assists managers with corrective actions, and promotes employee engagement and compliance programs.

Supports daily HR operations, including payroll, benefits administration, recruitment coordination, interviewing, onboarding, employee records, training, safety and compliance programs, engagement events, internal communications, incentive programs, and employee separations. The role requires accurate documentation, policy compliance, confidentiality, and effective communication across the organization.

Partners with restaurant and corporate leaders on people strategy, employee relations, performance management, talent development, succession planning, leadership coaching, compliance, engagement, retention, and HR initiatives. Uses workforce data to identify challenges and guide action plans while supporting a culture of care, accountability, and belonging.

Manages HR support functions and advises managers and employees on employee relations, policies, compensation, benefits, performance management, investigations, organizational development, and compliance. The role conducts workplace assessments, supports restructuring and succession planning, analyzes HR reports, maintains ERP data, leads special projects, and ensures effective HR service delivery and internal controls.

Provides enterprise-wide leadership for HR technology, transaction operations, analytics, service delivery, and HR systems. Oversees Workday HCM governance, process automation, data integrity, reporting, HR call center operations, workforce analytics, compliance, and internal controls. Partners with executive stakeholders across HR, IT, Finance, Payroll, and Total Rewards while leading HR transformation initiatives and a team of operations, technology, analytics, and customer service professionals.

Serves as a senior HR advisor to operational and functional leaders, guiding workforce planning, employee relations investigations, organizational development, talent management, leadership coaching, change initiatives, and HR process improvement. Analyzes workforce metrics, advises on employment risks, mentors junior HRBPs, and supports consistent HR practices across multiple sites and business units. The role requires regular field interaction and approximately 5% to 10% travel.

Leads human resources strategy and operations across multiple senior living communities. Responsibilities include recruitment, onboarding, HRIS and personnel record management, employment-law compliance, employee relations, investigations, performance management support, unemployment and workers’ compensation claims, engagement initiatives, HR training, and audit readiness.

Partners with North American business leaders on workforce planning, organizational design, performance management, change management, employee relations, and talent strategy. Executes onboarding, performance, offboarding, compensation, and promotion processes; maintains Workday data and reporting; supports recruitment, engagement, retention, and culture initiatives. Advises managers on employment practices and legal risks across the United States and Canada, with travel to project sites of up to 15%.

Partners with business leaders to drive talent management, workforce planning, retention, organizational design, employee relations, change management, career development, and leadership programs. Collaborates with recruiting and HR specialists, supports high-priority recruitment, analyzes employee feedback and workforce data, resolves conflicts, mitigates legal risk, and develops processes that improve performance and employee experience.

Supports daily HR operations including recruiting, onboarding, offboarding, biweekly payroll, HRIS and personnel records, benefits, leave administration, employee relations, compliance, workers’ compensation, recognition programs, training, performance reviews, and HR reporting. The role also assists with accounting tasks and serves as a resource to employees and managers while supporting a positive workplace culture.

The HR Business Partner serves as a strategic and hands-on advisor to business leaders and employees. Responsibilities include translating business needs into HR strategies, supporting organizational design, performance and talent management, workforce and succession planning, employee relations, compensation programs, recruiting, change initiatives, and enterprise HR projects. The role requires influencing stakeholders across a matrixed global organization, resolving sensitive employee matters, and fostering collaboration across corporate and oilfield teams.

Manages the HR Systems Team and oversees Workday and other HR applications, including administration, security, upgrades, installations, testing, reporting, data analysis, vendor relationships, service requests, and technical policies. The role also coordinates projects, evaluates HR software, supports administrators, and ensures systems meet organizational needs.

Partners with HR stakeholders and technical teams to improve HR technology and business processes. Gathers and documents requirements, maps workflows, evaluates impacts, facilitates solution reviews, and oversees end-to-end and user acceptance testing. Supports HR technology implementations, process automation, post-deployment activities, knowledge transfer, and stakeholder communication while managing risks, dependencies, priorities, and project deliverables.

Serves as a strategic HR partner to Marketing and global corporate functions, advising executives on talent, organizational design, change management, leadership coaching, employee relations, compensation, performance, development, and workforce planning. Champions employee experience and company culture while partnering with HR centers of excellence to strengthen people programs and organizational effectiveness.