Top HR Jobs in Miami, FL

The Senior HR Business Partner will drive organizational effectiveness and talent outcomes, using data-driven insights to shape people strategies and improve team performance in a global, fast-paced environment.

Lead HR strategy and partner with fulfillment operations to drive organizational design, change management, talent development, performance management, engagement, retention, and compliance. Build scalable people programs with HR Centers of Excellence and business leaders to support hiring, leadership development, diversity planning, and long-range workforce planning.

The Senior Human Resources Programs Manager will lead HR transformation initiatives, streamline processes, and enhance the Team Member experience through strategic partnerships and continuous improvement methodologies.

Provide broad HR support to Corporate, Chewy Vet Care, and Customer Care teams. Advise leaders on employee relations, performance management, policy interpretation, and conduct fact-finding. Support leave, accommodations, immigration, contingent workforce processes. Analyze workforce data and engagement, maintain HR systems/data integrity, drive continuous improvement, and facilitate training and engagement activities.

Provide HR consultation and case management for Corporate, Chewy Vet Care, and Customer Care teams. Advise leaders on people matters, investigate workplace issues, support performance management, analyze workforce data, maintain HR systems and processes, and drive continuous improvement and engagement activities.

Act as strategic HR partner to business leaders: coach managers, drive talent and leadership development, manage performance and employee relations, support org design and workforce planning, analyze people data, and implement retention and engagement programs.

Serve as strategic HR partner to G&A senior leaders, leading org design and restructures, driving performance calibration, using data and AI tools to surface org health risks, and translating people strategy into measurable outcomes across global, high-growth teams.

Provide generalist HR advice across employee relations, onboarding, performance management, global mobility, and cyclical HR processes. Partner with HR Business Partners on salary review, talent mapping, calibration, and engagement analysis. Identify automation and self-service opportunities, support flexible work requests, and contribute to continuous improvement within a distributed, Pacific Time Zone-based team.

The Principal People Success Partner drives talent strategies for Sales and Marketing, partners with senior leaders, influences organizational health, and leads transformations using AI.

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.

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.

The posting contains company benefits, culture, and an equal opportunity statement. It provides no specific responsibilities, qualifications, location, salary, or travel details for the Manager, HR Operations role.

Manage HR policy review, versioning, and rollouts; conduct personnel file and I-9 audits; track compliance training, LOAs, and ADA accommodations; and assist with regulatory reporting (EEO-1, VETS-4212, OSHA, ACA) to ensure HR consistency and audit readiness.

Serve as an HR Business Partner supporting the full employee lifecycle: onboarding, Workday administration, employee relations, compliance, background checks, talent management, offboarding, and HR reporting. Provide manager guidance, support HR initiatives and process improvements, and handle sensitive matters with discretion.

Lead global HR for DASI, managing a six-person team across recruiting, benefits, payroll, HRIS, employee relations, talent management and facilities. Develop and execute HR strategies, talent pipelines, succession planning, compensation, compliance, engagement, leadership development, and facility/health & safety oversight while balancing strategic vision with hands-on HR operations.

Senior HR leader responsible for developing and executing human capital strategy across multi-property hospitality operations. Oversees talent acquisition, employee relations, compensation and benefits, compliance, HRIS, organizational development, workforce planning, leadership development, and HR integration for growth, acquisitions, and new properties.

Serve as strategic HR Business Partner supporting leaders across functions. Oversee HR operations, employee lifecycle, compliance, leave administration, employee relations, talent planning, performance management, and HR process improvements. Produce executive-ready reporting and partner with cross-functional HR teams to scale programs and enhance employee experience.

Senior HR executive responsible for developing and executing human capital strategy across a regulated, multi-site aviation business. Oversees talent acquisition, compensation and benefits, performance management, compliance, HR operations, workforce planning, M&A integration, executive compensation and board/Compensation Committee liaison, safety-aligned HR processes, and leadership development.

Regional HR business partner for 200+ luxury retail employees across the Southeast. Provides full-cycle HR support: talent acquisition, performance and employee relations, compensation, succession planning, L&D, change management, headcount management, and HR strategy to drive engagement and retail transformation.

Directs HR Client Services operations, advising management on staffing, compensation, benefits, compliance, employee relations, investigations, workforce planning, training, and performance metrics to support university objectives.

Manage HR support staff and advise managers on employee relations, compensation, benefits, performance management, investigations, and HR policy compliance. Lead work environment assessments, drive continuous improvement, support restructuring and succession planning, maintain HR data in ERP, generate analytics, and complete special projects to support talent retention and organizational objectives.

Provide administrative and technical HR support including posting vacancies, sourcing and screening candidates, administering pre-employment tests, conducting background checks, managing benefits enrollment and HRIS data, processing new-hire paperwork, coordinating orientation and training, and maintaining confidential personnel records.

Administer and optimize the HRMS as a Super Admin, configuring modules (payroll, time, benefits, comp), managing integrations, reporting, audits (SOX/ITGC), testing, troubleshooting, automations, and special projects to ensure data security and system performance.

Serve as HR Business Partner for the Grid Software product line, aligning HR strategy to business goals. Drive workforce planning, organizational design, change management, talent development, succession planning, and leadership coaching. Advise senior leaders, partner with CoEs and People Operations to implement HR programs, and scale solutions across regions to improve organizational effectiveness.

Execute and audit HR transactions in Workday and ADP, manage employee lifecycle events, reconcile data with Costpoint, generate reports, address HRIS issues, test HRIS functionality, provide end-user training, process I-9s, handle verification and unemployment requests, and assist with personnel file and subpoena requests.