Top Senior HR Jobs in Kansas City, MO

The Senior Manager, HR Compliance is responsible for developing and executing a compliance framework across the Americas, managing immigration and global mobility programs, and ensuring adherence to applicable laws and regulations while fostering a culture of compliance within the organization.

Provides strategic and hands-on HR partnership to Engineering, Product, and R&D leaders. Responsibilities include manager coaching, performance management, employee relations, talent and compensation programs, engagement surveys, exit meetings, organizational effectiveness, risk identification, and policy application. The role supports globally distributed teams during a six-month transition period and requires strong judgment, confidentiality, communication, and operational execution.

Owns the end-to-end HR function for a distributed U.S. and New Zealand organization. Responsibilities include HR strategy, employee lifecycle processes, payroll oversight, HRIS selection and implementation, policies, internal controls, compliance, employee relations, performance management, compensation, benefits, recruiting, and onboarding. The role partners closely with the CFO, executives, managers, Finance, external counsel, vendors, and New Zealand HR support to build a scalable HR operating model.

Leads Workday implementation, configuration, solution design, governance, integrations, reporting, data validation, testing, and post-go-live support. Partners with HR, IT, Finance, and business leaders to translate requirements into scalable solutions, establish HRIS governance and support models, ensure data integrity and compliance, and manage complex global initiatives. Drives automation, process optimization, documentation, stakeholder alignment, and sustainable HR technology operations.

Develop and implement country HR strategies, policies, and procedures while ensuring regulatory compliance. Automate HR workflows using AI, manage HR vendors, advise managers on employee relations and talent development, analyze HR metrics, improve HR practices, and collaborate with global HR teams. The role also supports recruitment and onboarding, promotes an inclusive employee experience, and requires strong HR technology, analytical, communication, and project management skills.

Designs, configures, tests, and optimizes Workday solutions across HR modules. Translates business requirements into scalable configurations, manages complex workstreams, supports releases, coordinates UAT and regression testing, troubleshoots escalations, maintains data integrity and documentation, and partners with HR stakeholders, business analysts, and Workday engineers. Mentors junior analysts, provides guidance to support teams, and contributes to governance and continuous improvement.

Administers and improves employee benefits and leave programs, including health, retirement, disability, FMLA, accommodations, and annual enrollment. Ensures regulatory compliance, data accuracy, payroll reconciliation, vendor performance, employee communications, and timely case resolution. Partners with HR, Payroll, Legal, managers, employees, third-party administrators, and HRIS teams on complex cases, system testing, reporting, wellness programming, and process improvements.

The HR Business Partner oversees HR functions for assigned CIRI companies and government contracts, including employee and labor relations, performance management, compliance, FMLA and ADA administration, training, HRIS coordination, metrics, recruitment support, onboarding, and transition planning. The role provides guidance to managers and employees, supervises HR transaction functions, implements HR strategies, and ensures compliance with employment laws and government contracting regulations.

Own and build Stryker Digital’s People Operations and HR function for a growing, distributed workforce. Responsibilities include multi-state compliance, onboarding and offboarding, employee relations, terminations, payroll administration in Rippling, benefits, compensation, performance management, policy development, and HR risk management. The role partners directly with executives, employees, payroll and benefits providers, and employment counsel while establishing scalable HR systems and infrastructure.

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.

The HR Business Partner advises business leaders and employees on employee relations, performance management, HR policies, workforce planning, organizational effectiveness, and compliance. The role investigates complex issues, analyzes workforce data, supports HR transactions, coaches managers, improves HR processes, and partners with HR and legal teams. This remote position supports U.S. and Canadian operations, requires standard East Coast hours, and includes travel to company sites and conferences.

Own the HR systems ecosystem, including configuration, workflows, integrations, automation, data integrity, reporting, compliance controls, and Jira intake. Lead system implementations, upgrades, redesigns, documentation, and training while partnering across People Operations, IT, Compliance, Security, Finance, Legal, and vendors. Apply AI and automation to reduce manual work and improve employee support.

Serve as a strategic HR partner to senior leaders, translating business objectives into people strategies. Lead talent management, succession planning, leadership development, organizational design, change management, and data-informed workforce initiatives. Collaborate globally with HR teams to implement scalable programs, improve organizational effectiveness, and support cross-cultural teams. The role requires strong business acumen, executive influence, communication, analytics, and experience in crypto, fintech, or regulated financial services.

Provides fractional HR leadership and consulting to multiple Christian mission and church clients. Responsibilities include HR audits, strategic planning, HR program design, recruiting, onboarding, compensation, benefits, engagement, performance management, compliance, training, employee relations, HRIS implementation, executive coaching, and support across U.S. states and international missions.

Provides fractional HR leadership and consulting to Christian ministries, churches, and mission organizations. Responsibilities include developing HR strategies, coaching executives and staff, guiding organizational change, managing compliance and people programs, mentoring HR teams, and supporting recruiting, compensation, benefits, training, performance management, engagement, policies, and employee relations. The role is mostly remote, part-time, and includes occasional travel to the Dallas area.

Leads the people strategy for R&D and Regulatory functions at a biotechnology company. Partners with HR specialists on talent acquisition, rewards, employee relations, communications, talent development, and succession planning. Advises senior leaders on organization design, workforce planning, change management, performance, and complex employee issues. Supports enterprise-wide programs, culture initiatives, and employee experience while managing and mentoring HR talent.

Leads the full HR agenda for an on-site distribution center, including employee relations, investigations, workforce planning, recruiting, compliance, HR operations, safety partnership, workers’ compensation, retention, leadership development, and culture. Advises facility leadership using workforce metrics, manages employment-law compliance, supports multi-shift operations, and drives change management, engagement, and cost-containment initiatives.

Leads strategic HR partnership for Epiq’s Class Action and Restructuring businesses. Responsibilities include workforce planning, organizational design, succession planning, talent management, leadership coaching, employee relations, change management, and transformation initiatives. The Director leads three HR professionals, advises senior executives, uses workforce analytics and AI-enabled solutions, and partners with HR Centers of Excellence to improve organizational effectiveness, employee engagement, productivity, and business outcomes.

Serve as a strategic HR advisor across multiple software companies and countries. Lead employee relations investigations, performance management, workforce planning, organizational design, manager coaching, people analytics, compliance guidance, and HR program development. Support M&A integration by harmonizing people practices across acquired entities, reinforcing culture, and managing cross-entity HR initiatives. Partner with senior leaders, legal counsel, Total Rewards, and Payroll in a fast-paced, multi-entity environment.

Leads Synapse Health’s HR technology strategy, HRIS roadmap, compensation philosophy, benchmarking, pay equity, and salary structures. Oversees a Compensation Analyst, builds scalable People shared services, manages HR technology and benefits vendors, and automates manual workflows. Partners with the Chief People Officer on executive-level compensation recommendations and AI enablement while driving system implementations, integrations, process improvements, and workforce-ready operating models.

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.

Partners with senior leaders and employees on HR strategy, employee relations, employment-law compliance, workforce planning, talent acquisition, compensation, benefits, engagement, succession planning, onboarding, training, and performance management. Leads change initiatives, investigations, calibration discussions, and people programs while promoting an ethical, inclusive, and high-performing workplace.

Supports HR activities throughout mergers and acquisitions, including due diligence, Day 1 readiness, employee transitions, integration planning, workforce changes, compliance, change management, and post-close execution. Coordinates workstreams, tracks milestones, prepares reports and communications, manages confidential information, and collaborates with HR, Legal, Finance, IT, and business stakeholders. Maintains M&A playbooks, project tools, checklists, and lessons learned to improve future integration processes.

Leads NRDC’s HR technology strategy, HRIS governance, systems implementations, integrations, data integrity, reporting, compliance, and operational workflows. Owns Dayforce HCM and partners with HR, IT, Finance, Payroll, Legal, and vendors to optimize employee lifecycle processes, automate workflows, improve system usability, and support secure, accurate workforce data. Manages and develops the HRIS team while overseeing onboarding, benefits, payroll connections, offboarding, documentation, change management, and technology portfolio improvements.

Leads the global HR Partner team and serves as a strategic HR advisor to executives and internal clients. Responsibilities include workforce planning, organizational design, talent management, employee relations, compensation, DEI, policy interpretation, investigations, performance management, HR analytics, and organization-wide HR initiatives. The role manages team performance, partners with senior leaders, ensures legal and regulatory compliance, and travels to NRDC offices up to 20% annually.