Top HR Jobs in Huntsville, AL

Lead global HR business partnering for R&D, Engineering, Product, Security, and Research organizations. Advise senior technical executives, align talent strategy with business goals, architect AI-native organizational structures, evolve career frameworks, manage succession and retention, guide complex change, and coordinate People Team centers of excellence. Lead a global HRBP team while applying people analytics and executive coaching to improve organizational health, leadership effectiveness, and workforce outcomes.

Own the end-to-end People lifecycle for M&A: lead HR due diligence, partner with Corporate Development, build cross-functional integration playbooks, orchestrate Recruiting/Comp/Immigration/Payroll workstreams, and design day-1 onboarding and retention programs to integrate acquired technical teams under compressed timelines.

Serve as the strategic HR partner for G&A leaders, leading organizational design, restructuring, performance calibration, leadership coaching, change communication, and people-program implementation. Use employee data, engagement insights, AI tools, and headcount models to guide decisions and identify organizational risks. Support globally distributed teams while handling sensitive personnel information with discretion and partnering with senior executives across Finance, Legal, Compliance, and People functions.

Serve as strategic HR partner to a 2,000+ R&D organization, leading org design, performance calibration, people programs, engagement analysis, and coaching senior leaders to scale the org and improve talent outcomes.

Provide generalist HR advice across employee relations, onboarding, performance management, global mobility, and cyclical HR processes. Partner with HR Business Partners on salary review, talent mapping, calibration, and engagement analysis. Identify automation and self-service opportunities, support flexible work requests, and contribute to continuous improvement within a distributed, Pacific Time Zone-based team.

Supports site-wide human resources activities, including hourly hiring, onboarding, benefits administration, workers’ compensation, payroll history, disability tracking, employee relations records, compensation processes, HR reporting, communications, and employee engagement initiatives. Maintains required personnel documentation, assists with policies and procedures, supports the HR Manager, and performs related projects.

Supports HR, payroll, recruiting, onboarding, personnel records, timekeeping, compliance, employee engagement, community relations, vendor invoices, office supplies, inventory, and plant administration. Leads hourly recruiting and orientations, processes payroll in Workday, resolves timekeeping issues, answers policy questions, supports audits, and coordinates employee and facility events. The role is fully onsite at a manufacturing plant and requires occasional off-shift work.

Volunteer HR Generalist to support recruiting (sourcing, screening, interviewing, onboarding), maintain personnel records and new-hire documentation, coordinate office operations and policies, publish job ads, schedule interviews, prepare reports and presentations, and assist with initial fundraising campaign. Attend weekly meetings and commit to minimum 4+ hours weekly.

Coordinate onboarding for new volunteers and staff, including preparing materials, conducting orientations, collecting documentation, maintaining HRIS records, and ensuring compliance. Serve as a primary support contact, collaborate with managers and departments, coordinate virtual resources, gather feedback, and improve onboarding processes. This is a remote, unpaid pro-bono role requiring approximately six hours weekly for at least six months.

Unpaid remote HR internship requiring at least 20 hours weekly for one month, with opportunities in talent acquisition, learning and development, employee relations, HR analytics, and project coordination. Responsibilities include sourcing candidates, developing learning materials, supporting onboarding, building recruitment reports, managing university relationships, and optimizing hiring workflows. Interns collaborate remotely, communicate through digital platforms, provide daily updates, and attend weekday work sessions.

Support HR operations by developing and implementing processes, liaising between the HR team and organization, and assisting with talent and human resources initiatives. This unpaid volunteer role requires approximately 3–6 hours weekly for a minimum six-month commitment and offers professional development in a virtual nonprofit environment.

Operate and improve JerseySTEM’s HRIS stack, integrating platforms and automating HR workflows across recruiting, onboarding, engagement, learning, and offboarding. Monitor tool adoption, troubleshoot issues, standardize core processes, and lead a lean team supporting HRIS operations. Collaborate with technical and organizational leadership in a remote, member-driven environment.

Support the Head of HR with human resources operations, process development, organizational coordination, and communication across the virtual organization. Serve as a liaison between HR and other teams while helping organize and direct HR activities. This is an unpaid volunteer role requiring approximately 3–6 hours weekly for a minimum six-month commitment.

Advise managers, supervisors, and employees on HR policies, employee relations, compensation, benefits, staffing, and conflict management. Interpret employment laws and company policies, guide corrective actions, resolve complex HR issues, support organizational development and change initiatives, deliver training, and contribute to HR projects from inception through implementation.

Provides day-to-day HR partnership to assigned business groups, advising managers on employee relations, performance management, talent processes, workforce planning, organizational changes, compensation, and employee lifecycle matters. Analyzes workforce trends, supports investigations and people programs, guides organizational effectiveness initiatives, and partners with senior HR leaders and cross-functional People teams in a remote-first environment.

Supports recruitment through job postings, resume screening, interview scheduling, and candidate follow-up. Assists with onboarding, employee documentation, payroll input validation, record maintenance, HR reporting, and employee inquiries about policies, payroll, and benefits. Requires a bachelor's degree and at least one year of HR, recruitment, or payroll administration experience.

Serves as a strategic HR advisor to senior leaders and business teams, managing employee relations, investigations, performance and talent management, compensation, engagement, change initiatives, HR policies, compliance, and global HR projects. Coaches managers, supports organizational design and development, uses people data to improve team performance, and partners with Talent Acquisition, Learning & Development, and Legal. The role supports a global workforce with a focus on Australia and New Zealand and requires occasional travel and evening collaboration hours.

Strategic HR partner supporting multiple business units by aligning people strategy with organizational goals. Responsibilities include workforce planning, organizational design, talent management, succession planning, employee relations, organizational change, leadership coaching, and data-driven workforce decisions. The role partners with Finance and HR functions to execute scalable initiatives while addressing day-to-day HR needs.

Own multi-state payroll, HRIS administration, reporting, compliance, benefits, leave administration, and employee lifecycle processes for a 240+ employee organization. Manage Paycom data, access, configuration, audits, and analytics; partner with Accounting on payroll reconciliations, tax registrations, general-ledger mapping, and benefit allocations. Lead open enrollment, support audits, mentor an HR Operations Specialist, and serve as an internal HRIS and payroll subject matter expert.

Support HR Administration by performing data analysis, reporting, dashboarding, testing, documentation, and process improvement. Ensure regulatory compliance, develop/validate queries, research system functionality, support implementations, and train end users.

Design evaluation tasks for AI systems in talent management, employee relations, compensation, compliance, and organizational design. Create HR scenarios, reference outputs, policies, investigation reports, compensation analyses, organizational design proposals, and expert-level rubrics across US and international employment-law frameworks. Apply HR methodologies and enterprise HR tools while distinguishing senior HR judgment from generic knowledge.

Remote HR internship supporting end-to-end talent acquisition. Responsibilities include posting job openings, screening resumes, shortlisting candidates, coordinating interviews, scheduling, and maintaining candidate data. The role includes weekday work from 9 AM to 6 PM, a Saturday discussion session, mentorship, networking, and an internship certificate upon completion.

Coordinates hourly employee onboarding, orientations, pre-employment tasks, paperwork, data entry, rehire verification, interview scheduling, offer letters, and Workday updates. Provides clerical HR support, greets applicants, answers basic policy questions, administers badges, I-9s, pay cards, and WOTC processes, and supports employee engagement and process improvement. Requires confidentiality, organization, attention to detail, communication skills, and flexibility for non-standard hours.

Support recruitment, campus outreach, and partnership development. Source, screen, and shortlist candidates; hire campus ambassadors and sales interns; coordinate onboarding, meetings, and payments; maintain partner relationships and track deliverables.

Owns end-to-end HR operations for US and Canadian employees and contractors, including onboarding, offboarding, benefits, employee records, compliance, employee relations, performance management, compensation reviews, manager training, and HR systems. The role administers Rippling, Lattice, and Ashby, supports SOC 2 compliance, coaches managers through performance issues and PIPs, maintains policies, and coordinates benefits and training vendors.