Top Senior HR Jobs in Madison, WI

Lead global HR business partnering for R&D, Engineering, Product, Security, and Research organizations. Advise senior technical executives, align talent strategy with business goals, architect AI-native organizational structures, evolve career frameworks, manage succession and retention, guide complex change, and coordinate People Team centers of excellence. Lead a global HRBP team while applying people analytics and executive coaching to improve organizational health, leadership effectiveness, and workforce outcomes.

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.

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.

Serves as the primary HR partner for operational teams, advising leaders on workforce planning, organizational effectiveness, succession, change management, and employee relations. Leads performance management, investigations, talent reviews, organizational design, workforce transformations, and policy compliance. Partners with Legal, Talent Acquisition, Compensation, Talent, DEI, and HRIS teams to align corporate HR strategy with operational execution and improve engagement, retention, and leadership capability.

Supports and optimizes HR technology by analyzing requirements, configuring HCM modules, developing tests, resolving production issues, maintaining data integrity, supporting integrations and reporting, and leading system enhancement workstreams. Partners with HR, Payroll, IT, vendors, and business stakeholders while ensuring privacy, security, governance, documentation, training, and continuous improvement. Provides subject-matter expertise, coaches users and analysts, and applies responsible AI practices.

Supports and optimizes HR technology by analyzing requirements, configuring HCM systems, testing enhancements, resolving production issues, maintaining data integrity, supporting integrations and reporting, and leading project workstreams. Partners with HR, Payroll, IT, vendors, and business stakeholders while ensuring privacy, security, governance, and compliance. Coaches users and analysts and drives continuous process improvement.

Leads strategic and operational HR support across a multi-site portfolio of arenas, stadiums, and theaters. Partners with venue and regional leaders on workforce planning, organizational design, employee relations, labor strategy, compliance, talent management, succession planning, leadership development, engagement, retention, and change initiatives. Supports salaried and hourly workforces, seasonal staffing, union environments, and consistent HR program execution across geographically dispersed venues.

Leads the HR Operations function, building scalable SOPs, processes, compliance infrastructure, and HRIS capabilities. Owns UKG Ready optimization, payroll, domestic and international benefits, immigration, audits, reporting, compliance training, and onboarding governance. Partners closely with Finance, Legal, IT, Security, and HRBPs while leading and developing the HR Operations team. The role is responsible for improving data integrity, payroll accuracy, audit readiness, automation, and employee-facing people operations.

Serve as US HR SME managing compliance, HRIS (HiBob), PEO liaison (ADP TotalSource), onboarding/offboarding, payroll and benefits (including 401(k)), employee relations and ER cases (PIPs), policy updates, audits, and US-specific HR projects while partnering with global HR and payroll teams.

Partners with senior business leaders and HR Centers of Excellence to address talent needs, implement HR strategies, support organizational change, and improve employee performance. Responsibilities include workforce and succession planning, restructures, coaching, employee relations, organizational development, HR analytics, project coordination, and preparation of organizational charts, plans, summaries, and operating materials.

Partners with corporate leaders on performance, employee relations, compensation, career development, workforce planning, and manager coaching. Leads calibration, promotion, and merit cycles; advises on complex employee matters; designs scalable HR processes; owns strategic people initiatives; applies AI to improve HR workflows; and mentors fellow HR partners.

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.

Supports daily People team operations across recruiting, onboarding, payroll assistance, benefits administration, employee relations, compliance, HRIS records, training, and employee support. Recruits frontline employees, coordinates background checks and documentation, reviews timekeeping, assists with payroll and open enrollment, maintains policies and compliance reports, and partners with managers on staffing, retention, performance, and engagement initiatives.

Serve as a trusted HR advisor to leaders and employees across assigned business groups. Responsibilities include organizational design, workforce planning, talent and succession planning, employee relations, performance management, compensation support, engagement initiatives, leadership development, workforce analytics, policy implementation, compliance, and employee training. The role collaborates with HR centers of excellence and business leaders while managing multiple priorities and supporting organizational change.

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.

Serves as a strategic HR business partner to executives and leaders, leading workforce planning, organizational design, talent and performance management, employee relations, engagement, leadership development, compliance, HR operations, analytics, and global people initiatives. The role advises leaders, mentors HR professionals, drives organizational change, improves HR processes, and supports growth, transformation, and employee experience across the organization.

Build and operate core HR processes, including onboarding, offboarding, performance reviews, merit and promotion cycles, career pathing, employee recognition, learning and development, benefits support, and immigration assistance. Own the implementation and configuration of Rippling, using AI tools to improve efficiency while maintaining compliant documentation, data handling, and decision-making practices. Partner closely with employees and managers in a growth-stage company.

Analyze workforce data and develop HR dashboards, scorecards, KPIs, visualizations, and automated reporting solutions. Identify trends across the employee lifecycle, evaluate engagement and employee programs, ensure data quality and compliance, and provide actionable recommendations to HR and business leaders. The role also supports employee listening strategies, reporting process improvement, data governance, and executive-level presentations.

Lead companywide recruiting and help build the organization’s people infrastructure. Responsibilities include sourcing candidates, developing compensation and retention programs, managing payroll and benefits, overseeing performance evaluations, creating onboarding and training processes, and advising leadership on employment-law compliance. The role supports a distributed team and works closely with executive and legal teams.

Lead HR operations and strategy for a US remote site, partnering with business leaders to drive employee relations, performance management, compensation, succession planning, and organizational effectiveness. Implement HR programs, advise on policy and compliance, conduct investigations, track HR metrics, and manage special projects to support a People First culture.

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.

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.

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.