Top HR Jobs in Madison, WI

The Human Resources Business Partner leads core HR processes, including talent acquisition, employee relations, and performance management to support business objectives in a manufacturing environment.

The HR Systems Analyst will enhance and maintain the Workday platform, manage configurations, and support cross-functional projects related to HR systems and AI adoption.

The Senior HR Business Partner advises senior leaders on talent strategy, facilitates talent management processes, and improves organizational effectiveness in a remote setting.

The HRBP develops and leads people strategy, advises leadership on HR initiatives, fosters inclusivity, and drives HR projects while leveraging HR data to enhance organizational performance.

The HR & Talent Acquisition Intern will support recruiting efforts, manage candidate profiles, assist in diversity initiatives, and provide HR support in a marketing agency setting.

Lead HR Generalist responsible for global HR initiatives, regional talent development, performance management, and employee relations within the Americas, ensuring compliance and supporting high-performance teams.

The Senior HR Business Partner collaborates with leadership to align HR strategies with business needs, enhance employee engagement, and navigate organizational challenges while ensuring compliance with regulations.

Manage HR technology systems and workflows, lead automation efforts, and ensure data integrity while supporting a People Technology Specialist.

The HR Technology Coordinator manages client projects, coordinates communications, organizes documentation, and supports HR technology initiatives, focusing on ADP administration.

The HR Assistant will support the Chief of Staff with administrative tasks such as managing HR documentation, data tracking, and coordinating HR projects. They will ensure smooth HR operations by keeping systems and task lists organized and up to date.

The Graduate HR Generalist will support HR processes, manage HRIS, assist with onboarding, handle employee inquiries, and drive HR initiatives. They will also support payroll and benefits processing, conduct audits, and identify process improvements.

The HR Operations Specialist provides support to employees and managers on HR policies, manages HR transactions, ensures compliance, trains colleagues, and improves HR processes.

The HR Consultant/Interim CHRO role involves leading HR transformation, implementing HR strategies, and advising on finance projects in higher education settings.

The Senior Vice President of Human Resources leads HR functions across multiple operations, promoting core values, enhancing employee engagement, and driving strategic HR initiatives for organizational success.

The Talent Partner (HRBP) advises senior leaders on talent strategies, workforce planning, and employee relations to enhance organizational effectiveness and performance.

Lead HR workstreams for M&A transactions across the Americas, managing due diligence, integration planning and execution, partnering with HR Centers of Excellence and deal teams to identify people risks, design HR solutions, and ensure smooth employee transitions.

The HR Employment Practices Analyst conducts investigations into workplace misconduct, handles moderate ER issues, provides HR training, and ensures compliance with company policies and regulations.

The People Operations Manager leads payroll, benefits, HRIS administration, compliance, and manages a team to ensure operational excellence in a growing healthcare environment.

The HR Operations Lead will optimize HR systems, ensure compliance, and improve People processes, partnering closely with other departments to support high-performance operations.

The HR and Business Ops Coordinator manages internal operations, HR processes, and supports executive functions in a small business setting.

The HR Operations Manager oversees HR systems and data integrity, manages employee lifecycle operations, and ensures compliance with company policies. Responsibilities include optimizing HRIS, maintaining HR data, and enhancing service delivery while collaborating with IT for system improvements.

As a Director, HR Business Partner, you will advise senior executives on workforce strategies, manage talent initiatives, and enhance organizational effectiveness, focusing on data-driven solutions and employee relations.

The Sr. HR Business Partner provides strategic HR support to technical teams by aligning people strategies with organizational goals, supporting employee relations, and enhancing team performance through coaching and data insights.

The role involves leading HR communications strategy, crisis communication, employee experience storytelling, and cross-functional alignment while supporting organizational changes and HR programs.

Serve as a strategic advisor to leadership, providing guidance on HR operations, employee relations, and talent management to drive business outcomes.