Top HR Jobs in Indianapolis, IN

The Human Resources Intern will assist in HR operations, onboarding, employee engagement, training design, and maintain HR documentation in various systems.

The HR Digital Strategy Manager provides strategic oversight for HR technology investments, ensuring alignment with business objectives and regulatory standards while advising on optimal technology use and assessing trends in HR technology.

The role involves managing onboarding, leave of absence processes, and ensuring excellent employee experiences while supporting People operations workflows. Emphasis on operational excellence and collaboration with various teams.

The HR People Partner will enhance Silverfort's people experience, fostering relationships across teams and collaborating with leaders on HR initiatives to drive success.

The HRBP will support managers and employees by driving HR initiatives, handling employee relations, and ensuring compliance with labor laws.

Serve as a strategic HR partner to leaders, aligning people strategy with business goals. Drive performance management, employee relations, DEI initiatives, HR projects, change management, and L&D coordination. Leverage data and HRIS/automation to inform decisions and scale processes while coaching managers and supporting operational teams (including call center employees).

Serve as a strategic HR partner advising leaders on organizational design, workforce planning, talent strategies, performance management, L&D, employee engagement, and data-driven people programs to support growth in a remote, AI-first startup.

Serve as strategic HR advisor to Engineering and Product leadership, driving performance management, strategic hiring, career development, people analytics, and high-impact projects to scale the technical organization while coaching leaders and resolving complex org dynamics with empathy.

The HR Business Partner manages HR policies, recruitment, employee relations, and compliance while driving organizational success through talent management and employee advocacy.

The Network HR Manager oversees HR functions, manages employee relations, guides recruitment and training, and ensures compliance with employment laws.

Oversee HR activities for hourly employees, including recruitment, benefits administration, orientation, personnel records, and employee relations.

The HR Business Partner will support operations by managing employee relations, recruiting, labor relations, and training, acting as first contact for employee matters.

Provide HR transactional support and coaching across the OpCo: onboarding, orientation, leave administration, OSHA and unemployment processes, eTime and payroll support, recruitment assistance, engagement programs, and implementation of local and corporate HR initiatives.

The HR Manager drives strategic HR initiatives, develops talent management strategies, partners with leaders to improve team effectiveness, and ensures alignment with business objectives.

Partner with engineering and software leaders to design and execute talent strategies, workforce and succession planning, performance management, organizational design, and change initiatives. Serve as a trusted advisor, coach managers, drive onboarding and continuous improvement, and use HR data to influence decisions and improve employee experience and retention.

Serve as the primary strategic HR Business Partner for a division, leading a team of HR BPs to drive talent strategy, succession planning, recruitment, performance management, employee relations, compliance, and HR analytics. Advise senior leaders, conduct complex investigations, implement people processes, and support division growth. Requires travel up to 30%.

The HR Data Lead oversees data governance, integrity, and structure of HR data in Workday, ensuring compliance and accuracy to enhance reporting and decision-making. Responsibilities include data model management, facilitating changes, monitoring data quality, and partnering with HR analytics.

The HR Onboarding Specialist facilitates the onboarding process for new hires, ensuring completion of all pre-employment activities and supporting them through their initial month of employment.

The HR Manager will lead HR functions in recruitment, employee relations, compliance, and organizational design, while collaborating with management to drive strategic planning and operational efficiency.

The HR Performance Consultant supports leaders with performance management, conducts investigations on sensitive matters, and advises on employee relations and legal compliance.

The Graduate HR Generalist will support HR processes, manage HRIS, assist with onboarding, handle employee inquiries, and drive HR initiatives. They will also support payroll and benefits processing, conduct audits, and identify process improvements.

The HR Assistant will support the Chief of Staff with administrative tasks such as managing HR documentation, data tracking, and coordinating HR projects. They will ensure smooth HR operations by keeping systems and task lists organized and up to date.

The HR Consultant/Interim CHRO role involves leading HR transformation, implementing HR strategies, and advising on finance projects in higher education settings.

The Senior Vice President of Human Resources leads HR functions across multiple operations, promoting core values, enhancing employee engagement, and driving strategic HR initiatives for organizational success.

The HR Business Analyst enhances employee experience by optimizing workflows, gathering requirements, and ensuring operational readiness across People Experience, HRIS, and cross-functional teams.