Top Senior HR Jobs in Louisville, KY

Hands-on senior HR generalist supporting HR operations, benefits administration across US and Canada, compliance, pay equity auditing, policy drafting, performance management, HR metrics and process improvement, and surge recruiting support. Uses AI tools to streamline HR work.

Support HR lifecycle via HRIS/Workday administration, configure and execute Workday EIB loads, manage HR case queues in ServiceNow, produce HR metrics reporting, troubleshoot data discrepancies, train HR staff, and participate in projects to improve employee experience and processes.

Serve as the primary HR partner for U.S. employees and managers, handling employee relations, benefits and 401(k) administration, leave and accommodation processes, compliance, vendor and payroll coordination, policy and SOP maintenance, HR data accuracy, and coaching of junior HR staff. Provide guidance on complex HR matters, improve processes, and partner on workforce planning and People Operations initiatives.

Serve as an individual-contributor HR Business Partner for the Americas, advising managers and employees on HR policies, HRIS administration, onboarding/exits, compensation, performance management, succession planning, employee engagement, org design, workforce planning, and regional HR projects (including M&A). Use AI tools to automate routine tasks and support broader corporate HR initiatives. Occasional travel (<10%) to regional meetings.

The HR Manager will lead the onboard HR team, provide expert advice on HR policies, manage employee relations, and ensure compliance with regulations while promoting a positive work culture.

Serve as HR Business Partner for multi-site service center operations, leading employee relations, investigations, safety culture (Zero Harm), workforce planning, engagement, compliance, and HR program execution. Coach leaders, support talent lifecycle, manage high-risk ER cases, and partner with legal and HR centers of excellence to drive consistent people practices across distributed frontline teams.

The HR Coordinator will manage HR processes, support onboarding and compliance, maintain employee records, and partner with leaders to ensure HR alignment globally.

Lead and rebuild HR Operations across payroll, benefits, compliance, HRIS, and workforce data for US and Canada. Modernize systems and automation, drive change management and vendor performance, support immigration and M&A integrations, design scalable HR processes and SOPs, and lead a high-performing HR Ops team to enable rapid organizational growth.

Provide strategic, systems-level HR leadership to design and execute people strategy, strengthen HR operations, lead compensation, ensure legal compliance, build and develop HR staff, partner with senior leaders, drive change management, use people data for decisions, and support ministry fund development and travel as required.

The HR Business Partner will drive people performance, leadership development, and employee relations across corporate restaurants, partnering closely with operations leadership to enhance hiring, onboarding, engagement, and compliance practices.

Senior HR Business Partner supporting GTM across the Americas. Serve as trusted advisor to leaders, manage full employee lifecycle, drive talent and succession planning, support headcount and people-cost planning, analyze HR metrics, lead HR programs for growth and retention, and coach managers to improve performance.

Provide HR generalist support for headquarters and remote employees, focusing on employee relations, investigations, performance management, FMLA/ADA/workers' comp administration, HRIS recordkeeping, legal compliance, policy development, and manager consultation. Handle employee inquiries on benefits and 401(k), maintain records, and assist with trainings and documentation to ensure regulatory and corporate compliance.

Provide administrative and operational HR support including onboarding/offboarding, recruitment administration, HRIS records maintenance, reporting, training documentation, compliance assistance, and responding to routine employee inquiries while handling confidential information and managing multiple priorities in a fully remote environment.

The Head of HR strategically leads all HR functions, fostering a positive workplace culture while managing talent acquisition, employee relations, and compliance.

Assist higher education clients in enhancing HR operations as an HR leader. Responsibilities include oversight of projects, training, and aligning HR processes.

Lead HR strategy and operations: employee relations, conflict resolution, performance management, onboarding, pay equity audits, training, policy compliance, and HR reporting. Partner with executive leadership and board to align HR with organizational goals and maintain confidential personnel records.

Senior HR Business Partner will embed with people managers to lead goal-setting and OKRs, build and deliver manager training, coach on employee relations and org design, audit goal quality, and automate People operations using existing tools and AI to improve manager capability and operational efficiency.

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.

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.

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.

Partner with senior operations leaders to drive workforce planning, org design, large-scale change, talent reviews and succession planning. Provide data-driven insights, strengthen leadership capability, manage employee relations, advise on compensation and partner with HR Centers of Excellence to deliver enterprise HR programs. Support Clinical Operations, Manufacturing, Procurement, and Customer Care. Remote U.S.-based role with ~20-30% domestic travel.

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

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.