Top HR Jobs in Las Vegas, NV

Lead full-cycle recruiting and talent strategy as a strategic partner to hiring managers. Build long-term candidate pipelines, source active and passive talent, use AI tools to accelerate recruiting, maintain Greenhouse data and metrics, train managers, and improve recruiting infrastructure and employer branding.

Senior HR leader responsible for full-spectrum people strategy and operations for a fully remote, unionized nonprofit. Owns HRIS/PEO, benefits, payroll, compliance, CBA administration, grievance management, employee relations, performance management, organizational design, and leads the People Operations team. Advises executives, coaches managers, oversees investigations, drives retention and DEIA-aligned people strategies, and manages vendor relationships.

Serve as the primary recruiter and HR point person, owning full-cycle recruiting and outbound sourcing, conducting screening/first-round interviews, managing onboarding/offboarding, payroll coordination, time-off tracking, employee records, HR policy maintenance, and employee relations. Provide hiring managers with candidate evaluation, improve recruiting processes, track recruiting metrics, and ensure an organized, compliant HR experience across the company.

Provide federal recruitment and staffing support within a shared services model: conduct job analyses, write and post vacancy announcements in USA Staffing, review applications for eligibility and qualifications, prepare certificates of eligibility, coordinate offer and onboarding steps, ensure compliance with OPM/HHS/FDA policies, and respond to applicant and stakeholder inquiries.

Provide end-to-end federal recruitment and staffing support including job analyses, writing and posting vacancy announcements, assessing applications, issuing certificates, coordinating offers and pre-appointment requirements, ensuring compliance with OPM/HHS/FDA policies, responding to applicants and stakeholders, and maintaining case files and records.

Partner with clinical leadership to provide strategic HR guidance, manage employee relations, support performance management, administer compensation and promotions, coordinate onboarding and accommodations, analyze HR metrics and exit interviews, and lead HR operational projects supporting the clinical organization.

Provide HR administrative support for compensation & benefits: assist payroll and statutory payments, manage medical insurance and claims, maintain HR records and systems, support employee mobility (pass applications, travel/accommodation), prepare HR reports and analytics, liaise with payroll vendors, and support HR projects as assigned.

Manage end-to-end HR operations including learning & development, talent and performance management, recruitment oversight, employee engagement, HR reporting, policy compliance, and employee relations. Drive talent reviews, succession planning, training programs, recruitment metrics, and people analytics to support business decisions.

Conscious Talent seeks experienced people leaders to shape HR strategies, build inclusive cultures, and support organizational growth, integrating personal development values in their work.

The HR Officer supports onboard leadership in strengthening culture through HR policies, manages employee relations, ensures compliance, and partners with management to meet business needs.

The CHRO will lead HR strategies, oversee talent management, staffing, employee development, and ensure compliance with laws. This role involves advising executives on HR trends, policies, and promoting a diverse workplace.

The HR Business Partner collaborates with management to improve employee focus and productivity, aligning HR strategies with company goals and overseeing HR functions.

The Human Resources Senior Director will lead HR policies and programs, develop talent strategies, ensure legal compliance, and mentor HR team members.

The HR Manager will lead HR strategies, manage employee relations, oversee talent management, ensure compliance, and support global workforce operations.

Identify and engage senior HR leaders (CHRO/CPO/VP/SVP) for interim, fractional, or full-time roles. Candidates will drive enterprise people strategy, talent management, culture/DEIB, organizational design, change management, HR operations, and compliance while partnering with executive leadership and boards.

The Principal HR Business Partner will collaborate with Go-To-Market leaders, designing people strategies, supporting organizational design, and enhancing team performance across various functions in the Americas.

Partner with clinical leaders to align people strategies with operational goals across a multi-state clinical workforce. Lead employee relations, performance management, workforce planning, compliance, and retention initiatives for field-based clinical and non-clinical teams, ensuring multi-state legal compliance and support for high-acuity patient populations.

Manage HR lifecycle processes including onboarding and compliance while also leading technical and non-technical recruiting across multiple regions.

Entry-level HR Generalist providing full-cycle HR support for locations in the US, Canada, and Puerto Rico. Duties include talent acquisition, employee relations and investigations, HRIS recordkeeping, performance management, benefits and payroll administration, wage and labor compliance, workers' compensation and safety, reporting, and HR projects. Acts as primary HR contact and advises managers on HR matters.

Support full-cycle recruiting and candidate coordination using Greenhouse and LinkedIn Recruiter; source candidates, schedule interviews, maintain ATS data, assist with offers and onboarding, and provide general HRIS and compliance support across HR operations.

Senior HR business partner leading HR for global Business AI, Technology & Product. Drive organizational design, workforce planning, leadership development, talent strategy, employee relations, performance and rewards, compliance, HR operations, and coach HR teams to enable growth and transformation across a complex, technology-focused global organization.

Act as the primary HR Business Partner for Area Directors and General Managers, translating business priorities into people strategies. Lead talent lifecycle activities, coach leaders, manage complex employee relations and union matters, drive organizational effectiveness, enable change, and use workforce data to inform HR solutions and compliance.

Manage full-spectrum HR functions including recruiting, onboarding, benefits administration, leave and workers' compensation management, employee relations and investigations, policy compliance, training and organizational development, HRIS reporting, performance management, OSHA coordination, and HR communications. Serve as HR point of contact and support department initiatives and process improvements.

Manage candidate data, oversee recruiting processes, ensure compliance, handle payroll, and develop employee programs to enhance workplace culture.

Provide autonomous HR generalist support across international markets: develop and localize policies and contracts, ensure statutory compliance, build SOPs and HR capability, manage employee relations and lifecycle processes, standardize HR reporting, own onboarding, and maintain organized HR records across jurisdictions.