Top HR Jobs in Lincoln, NE

Provides outsourced HR consulting and support to clients across benefits administration, performance management, onboarding, offboarding, compliance, HRIS optimization, documentation, and general HR operations. Builds client relationships, addresses HR concerns, researches employment regulations, improves processes, and contributes to service-line growth and business development.

Own end-to-end workplace investigations involving harassment, discrimination, retaliation, and policy violations. Advise leaders and HR partners on employee relations, accommodations, performance, and separations; maintain case documentation and tracking; identify organizational trends; support policy improvements and manager training; and provide impartial HR-for-HR oversight. Partner with Legal and external counsel on sensitive matters while using AI tools to assist investigation planning, evidence summaries, and reporting.

Leads the Supply Chain HR Business Partner team and advises supply chain executives on workforce planning, organizational design, labor strategy, retention, succession, performance management, and frontline employee relations. The role supports fulfillment-center operations, peak-season staffing, facility launches, automation changes, compensation programs, and operational improvements across a distributed network.

The Human Resources Generalist supports employee and labor relations, retention, staffing, onboarding, payroll, job bids, training, compliance, audits, HR data management, and workforce planning. The role partners with plant leaders and employees, provides guidance on HR policies and employment regulations, maintains HRIS records, supports investigations and labor meetings, and promotes an inclusive, engaged workplace.

Supports business leaders and employees across recruitment, onboarding, succession planning, employee relations, performance management, compensation, benefits, compliance, and learning initiatives. Uses HR systems and reporting to identify trends, resolve workplace issues, interpret policies, and recommend improvements. Serves as an employee advocate and culture ambassador while coaching business partners and junior HR staff. Requires collaboration, confidentiality, employment-law knowledge, and occasional travel.

The HR Business Partner leads HR programs, employee and labor relations, talent acquisition, retention, succession planning, compensation, benefits, compliance, training, and affirmative action initiatives. This role supervises HR staff, advises managers and employees, resolves policy and contract issues, analyzes workforce data, prepares reports, and partners with facility leadership to improve organizational performance. The position operates in a manufacturing environment and requires 5–10% travel.

Manage end-to-end payroll through a PEO, administer HRIS data, support employees with payroll and HR inquiries, ensure multi-state compliance, generate reports, and optimize HR workflows. Lead the organization’s 2027 transition from its PEO to an independent payroll and HR technology stack, including system selection, implementation, tax setup, SOP development, controls, and employee training.

Provides local HR support across North America, advising employees and managers on policies, employment practices, employee relations, investigations, and HR processes. Ensures compliance, audit readiness, data privacy, payroll coordination, and accurate HR service delivery. Leads HR projects, organizational changes, workforce transitions, and implementation of enterprise programs while partnering with HR leaders, centers of excellence, and business stakeholders.

Supports daily human resources administration, including ADP updates, HR reports and spreadsheets, selection and onboarding activities, associate programs, document scanning, and SharePoint maintenance. Assists with special projects while maintaining confidentiality, building positive relationships, and demonstrating flexibility and reliability. The intern must be pursuing a college education or equivalent and be available to work at least 15 hours per week.

Serve as a strategic HR advisor to senior leaders across Corporate Functions, guiding workforce planning, talent strategy, succession, organizational design, leadership effectiveness, change management, budgeting, and complex employee relations. Partner with HR teams, Legal, Finance, and corporate executives to align people priorities with business objectives, use workforce analytics for decision-making, and proactively address organizational risks and opportunities.

Own full-cycle recruiting across the company, including sourcing, screening, hiring-manager partnership, offers, recruiting metrics, and employer branding. Manage key HR operations such as preboarding, onboarding, offboarding, HRIS records, employee support, reporting, and process improvements. Coordinate with IT, Finance, leadership, and hiring managers while maintaining confidentiality and delivering a strong candidate and employee experience.

Partners with global GTM leaders and the Chief Revenue Officer on organizational design, talent planning, leadership coaching, performance management, succession, engagement, change management, and development. Uses people analytics and AI-native tools to support decision-making while maintaining strong data governance. Collaborates with Talent Acquisition and Compensation on hiring strategies, incentive design, and total rewards. Champions an inclusive, high-performance culture across a scaling SaaS organization.

Supports HR Operations processes, tools, and services; leads continuous improvement, root cause analysis, controls, quality assurance, metrics, dashboards, and process enhancements. Partners cross-functionally to improve employee experience and operational performance, manages knowledge resources, develops work plans and roadmaps, and handles sensitive HR information. The role also supports HR service center case management and requires strong organization, communication, analytical, and project management skills.

Provides strategic and day-to-day HR partnership for designated business units, including employee relations investigations, coaching, policy interpretation, workforce planning, and succession planning. Supports unionized workforces through grievance resolution, collective bargaining agreement administration, labor-management relations, and workplace investigations. Partners with legal counsel and leaders on labor matters, organizational changes, and compliance. The role is fully remote within the United States.

Leads global HR operations across the UK, USA, and Asia, managing shared services, payroll, benefits, employee lifecycle processes, HR policies, HR systems, people analytics, and governance reporting. The role partners with senior HR stakeholders, supports compensation and benefits cycles, delivers board-level insights, and drives an efficient, data-informed employee experience.

Partners with senior and operational leaders on employee relations, performance management, organizational development, change management, succession planning, investigations, accommodations, leaves, workers’ compensation, separations, and acquisition integration. Reviews employment actions, contracts, pay equity, HR files, and background checks while ensuring employment-law compliance. Analyzes HR metrics, oversees ethics reports, supports benefits and unemployment matters, and develops HR training and recommendations.

Partner with US leaders, managers, and employees to support organizational growth, performance management, employee relations, talent development, organizational change, culture, and engagement. Build scalable People programs, coach managers, use workforce data and AI to improve processes, and support a distributed workforce within a global technology company.

Leads the Human Resources function for Prysmian’s North America Industrial and Construction business. Develops HR strategy, oversees the employee lifecycle, coaches leaders, supports organizational effectiveness and change management, uses workforce analytics, and leads an HR team across multiple locations. Partners with operations, commercial, finance, IT, supply chain, R&D, and other functions to improve talent, engagement, succession planning, performance, and business outcomes.

Provides strategic HR partnership to employees, managers, and leaders across assigned business units. Oversees employee lifecycle processes, employee relations, performance management, engagement, compensation, onboarding, offboarding, and talent initiatives. Coaches leaders, supports organizational development, advises on complex people matters, promotes employee experience and career progression, and ensures HR programs align with business goals and employment regulations.

Supports recruitment, resume screening, interview scheduling, candidate communications, onboarding, employee engagement, record maintenance, HR reporting, data analysis, process improvement, documentation, and general HR administration. The intern gains practical experience with core HR functions, HR systems, and employee initiatives while working remotely with the People and Culture team.

Owns core People Operations functions including employee onboarding, benefits administration, HR compliance, employee records, reporting, and ongoing employee support. The role manages recurring processes, coordinates with vendors and stakeholders, maintains accurate documentation, monitors regulatory requirements, and improves HR workflows. It serves as a primary resource for employees while escalating complex issues to the HR Director.

Support HR operations including employee relations, onboarding/offboarding, compliance with local law, HR reporting, special projects, survey administration, payroll assistance, and policy updates to maintain a positive workplace.

Coordinates HR and office administration activities, including employee engagement, HR documentation, employee relations support, training logistics, front desk operations, supplies, facilities, transportation, vendors, purchase orders, and invoice verification. Maintains confidential records, supports policy implementation, coordinates employee welfare activities, and assists with administrative processes during a night shift.

Manages HR operations, employee benefits, 401(k) administration, compliance, performance reviews, compensation processes, training, employee relations, and handbook maintenance. Provides guidance on sensitive HR matters, supports organizational reporting, coordinates with talent acquisition, and oversees benefits renewals and open enrollment. The fully remote role requires U.S. work authorization and occasional travel to company offices or events.

Supports compensation programs through market pricing, job evaluation, FLSA classification, pay analysis, incentive eligibility audits, merit and bonus administration, job description maintenance, HRIS data management, and compensation project testing. Partners with leaders and HR teams, ensures regulatory and policy compliance, prepares compensation documentation, maintains job structures and career paths, supports surveys, and provides training and reporting.