Top Senior HR Jobs in Indianapolis, IN

Administer and optimize the HRMS as a Super Admin, configuring modules (payroll, time, benefits, comp), managing integrations, reporting, audits (SOX/ITGC), testing, troubleshooting, automations, and special projects to ensure data security and system performance.

The Principal People Success Partner drives talent strategies for Sales and Marketing, partners with senior leaders, influences organizational health, and leads transformations using AI.

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.

Partner with functional leaders to translate business strategy into people strategy. Own org design, performance management, compensation, talent development, engagement, and retention. Provide coaching on career pathing, change management, and sensitive employee issues. Use people data to generate insights and recommendations, build compliant HR policies, manage global employee relations, and collaborate with People Team COEs to deliver cohesive people programs at scale.

Lead day-to-day HR operations for the Indianapolis facility and support multi-state, distributed workforce (~265 employees). Manage onboarding/offboarding, employee relations, leave and benefits coordination, HRIS/payroll records, multi-state compliance, recruiting logistics, performance management, and routine HR reporting. Also serve as onsite Office Manager handling facilities, vendor relationships, visitor experience, workspace setup, and local logistics.

Onsite HR leader for a regulated medical device manufacturing site. Develop workforce strategies, lead talent acquisition, employee relations, compensation, compliance, leadership development, HR operations, and workforce analytics; coach leaders and run investigations to support plant objectives.

Serve as primary HR partner for assigned regions, advising leaders on employee relations, investigations, compliance, talent management, workforce planning, training, and HR policy while providing on-site support and ensuring alignment with laws and organizational standards.

Serve as HR business partner to one or more offices, advising leaders on HR policies, employee relations, performance management, talent and succession planning, compensation, compliance, training, and HR analytics. Conduct investigations and exit interviews, analyze turnover and trends, recommend improvements, and coordinate HR programs and initiatives. Provide regular updates to HR leadership and support business-unit objectives. Travel up to 30%.

Provide support as an HR business partner to multiple offices, guiding in HR policies, talent management, employee relations, and compliance while analyzing HR data and trends.

Lead Workday administration and configuration, deliver recurring and ad-hoc HR reporting and dashboards, support compensation and merit cycles, drive HR process optimization, and strengthen HR data governance and compliance while partnering with business stakeholders.

Serve as a strategic HR advisor to plant and regional leadership, aligning HR initiatives with business goals. Drive talent management, organizational design, change management, employee relations, and data-driven workforce insights. Support transformation, develop training and communication plans, and partner on union and non-union industrial relations.

Serve as a strategic HR advisor to business leaders, driving people strategies that support organizational performance. Lead talent management, succession planning, performance and compensation processes, organizational design, workforce planning, leadership coaching, change management, and global mobility. Partner with HR Centers of Excellence to deliver integrated HR solutions and continuous improvement using HR metrics and analytics.

Lead strategic HR initiatives, coach leaders, oversee performance management, succession planning, and Workday review/calibration. Mentor HRBP team, handle employee relations, analyze attrition metrics, and coordinate with Compensation, Benefits, Talent Acquisition, and Talent Management to drive workforce planning and organizational development.

Lead HR operations across the employee lifecycle including onboarding, benefits administration, leaves, policy and handbook management, employee communications, HRIS processes, and special HR projects. Ensure compliance, accurate records, stakeholder coordination, and serve as escalation for employee and leader HR operational questions.

Lead HR strategy and execution as an executive partner, overseeing talent acquisition, compensation and benefits, labor relations, performance management, succession planning, employee relations governance, and workforce analytics. Build and direct the HR leadership team to ensure regulatory compliance, total rewards competitiveness, and a high-performing organizational culture aligned with agency strategy.

Partner with site leadership as the HR business lead for Upfit. Manage recruitment, employee relations, performance management, policy implementation, HR KPIs, Lean-based process improvements, and lead the site HR team through organizational change and development.

Interim HR leader providing maternity-leave coverage with primary ownership of compensation strategy, annual merit and bonus administration, and compensation analytics for ~1,100 employees. Manages merit review and bonus calculations, produces executive dashboards and reports, ensures data integrity and compliance, supports HR operations and analytics, partners with finance and senior leaders, and oversees performance management and MBO processes.

Drive HR compliance and reporting (AAP, EEO-1, ADA, VETS-4212), maintain and update policies, ensure I-9 and federal contractor compliance, partner with HRIS, Legal, and vendors, conduct audits, deliver training, and support workforce changes and transactions.

Lead enterprise HR transformation initiatives to modernize HR operations, design future-state processes, drive automation and adoption, manage change, and partner cross-functionally to implement scalable HR solutions and governance across the employee lifecycle.

Manage day-to-day HR programs across the employee lifecycle: recruit, onboard/offboard, administer benefits, maintain HRIS and policies, ensure compliance (FMLA, ADA, EEO), support performance processes, employee relations, and workers' compensation.

Serve as HR Business Partner for the Grid Software product line, aligning HR strategy to business goals. Drive workforce planning, organizational design, change management, talent development, succession planning, and leadership coaching. Advise senior leaders, partner with CoEs and People Operations to implement HR programs, and scale solutions across regions to improve organizational effectiveness.

Serve as strategic HR advisor to senior leaders in Finance, Legal, and Risk. Lead organizational design, talent management, succession planning, performance programs, executive onboarding, and leadership development. Use workforce analytics and partner with HR Centers of Excellence and Employee Relations to resolve complex people and organizational challenges.

Lead client engagements on benefits strategy, plan design, open enrollment, and administration. Stabilize operations, manage carriers/brokers, execute transitions and platform migrations, ensure compliance, advise on cost optimization and multi-state/global expansion, and expand client relationships.

Manage all onboard HR functions for the cruise ship, including recruitment, training, payroll, benefits, performance management, employee relations, crew welfare, compliance with maritime labor laws, reporting, budgeting, safety/security coordination, and continuous HR process improvements to support crew engagement and operational goals.

Provide senior HR leadership and strategy across payroll, benefits, HRIS, talent acquisition, onboarding, employee relations, performance management, and compliance. Build retention frameworks, define HR KPIs, manage HR team and vendors, maintain legal compliance, draft HR budgets, and partner with leadership to drive culture, engagement, and organizational development.