Top Senior HR Jobs in Miami, FL

Provides strategic and hands-on HR partnership to Engineering, Product, and R&D leaders. Responsibilities include manager coaching, performance management, employee relations, talent and compensation programs, engagement surveys, exit meetings, organizational effectiveness, risk identification, and policy application. The role supports globally distributed teams during a six-month transition period and requires strong judgment, confidentiality, communication, and operational execution.

Leads comprehensive HR operations including recruiting, onboarding, employee relations, performance management, training, compensation, benefits, payroll administration, compliance, HRIS management, EOR coordination, engagement, records management, and employee communications. Maintains HR dashboards, audits payroll and benefits data, advises management on employment practices, and ensures compliance across U.S. states and international jurisdictions.

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.

The Senior HR Generalist supports employees and leaders across the full HR lifecycle, including onboarding, employee relations, investigations, leave and accommodation matters, performance management, compensation, benefits, HRIS administration, engagement, recruiting support, and change management. The role advises managers, partners with Legal and HR teams, maintains confidential information, and supports talent strategies and business projects.

Senior HR Business Partner supporting Arcadis’s Global Architecture & Urbanism division across North America. The role provides strategic and operational HR partnership, advises senior leaders, leads people-related transformation and change management, supports employee relations and engagement, and delivers talent, performance, compensation, development, and other annual people processes. The position also promotes HR programs, facilitates employee listening and action planning, and serves as an HR knowledge expert and business collaborator.

Manage full-cycle recruiting for US and international roles, partnering with hiring managers and business leaders to attract, assess, and hire talent. Lead new-hire onboarding and orientation while supporting core HR generalist responsibilities and broader HR initiatives.

Serves as the HR partner for a food service division, supporting recruiting, workforce planning, onboarding, employee relations, performance management, leadership development, benefits, compliance cases, engagement initiatives, HR events, and workforce reporting. The role manages full employee lifecycle processes, advises leaders on policies, coordinates training and benefits enrollment, and maintains HR records and systems.

Leads HR strategy and programs across Prime Line locations, partnering with leadership on employee relations, investigations, performance management, talent planning, workforce strategy, compliance, engagement, retention, and organizational change. Coaches leaders, supports benefits and leave administration, manages succession planning and compensation activities, and guides workforce transitions. The role is onsite, includes regular plant visits in a cold environment, and requires up to 50% travel.

Leads talent acquisition, workforce planning, employee engagement, retention, culture, employee relations, compliance, and HR team supervision for a luxury resort. Partners with leadership on staffing strategies, talent pipelines, diversity and inclusion, policy interpretation, conflict resolution, workforce analytics, and continuous improvement of HR systems and processes.

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.

The Senior HR Generalist manages employee lifecycle activities, including onboarding, offboarding, employee relations, performance reviews, development plans, HR compliance, policy updates, records management, HR reporting, and employee engagement initiatives. The role advises employees and managers, supports a positive workplace culture, maintains confidential HR data, and improves HR processes across assigned departments.

Owns the end-to-end reasonable accommodations process, leads interactive discussions, manages complex HR transactions and inquiries, and ensures compliance with employment laws. Provides advanced support across benefits, payroll, HR policies, HR systems, and employee data management. The role also drives process improvements, troubleshoots HR technology issues, mentors specialists, analyzes service metrics, and maintains confidentiality of sensitive employee information.

The HR Data Analyst develops and maintains workforce dashboards, KPIs, reports, and automated analytics solutions. They analyze employee lifecycle, engagement, retention, talent, learning, rewards, and HR operations data to identify trends and provide recommendations. The role partners with HR and business leaders, presents insights, ensures data quality and compliance, and improves reporting processes through governance, validation, automation, and data modeling.

Serves as a strategic HR advisor to senior leaders and managers across U.S., Canadian, and international client groups. Leads workforce planning, talent management, organizational effectiveness, change initiatives, employee relations, compliance, and HR process improvements. Uses ADP Lyric, Workday, people analytics, and HR metrics to support decisions and improve operational efficiency. Coaches leaders, manages complex employee issues, supports reorganizations and integrations, and partners with HR Centers of Excellence on scalable people solutions.

Build and manage IJM’s global alumni community, including engagement journeys, mentorship, events, communications, and relationships with former interns and fellows. Own alumni data migration and maintenance in Salesforce, develop dashboards and metrics, and report on engagement, fundraising, volunteering, and recruitment outcomes. Partner with talent, advancement, and program teams to leverage alumni for referrals, fundraising, advocacy, and mission priorities. The role is hybrid in Washington, DC or remote for non-local candidates.

Manage complex HR transactions, inquiries, and employee lifecycle processes while ensuring data accuracy, compliance, and service-level performance. Build and troubleshoot Workday EIB integrations, support HR systems, improve processes, and provide guidance on policies and best practices. Partner with Benefits, Payroll, HRIS, and IT teams to resolve escalated issues, deliver reporting, and enhance employee experiences. The role also trains HR Operations Specialists and handles confidential employee information.

Manage broad HR responsibilities across the employee lifecycle, including employee relations, performance management, investigations, disciplinary actions, benefits administration, onboarding, offboarding, compliance, policy interpretation, HRIS data, and documentation. Partner with managers and cross-functional teams, provide confidential guidance, identify risks, and support employees across multiple locations. The role requires sound judgment, discretion, organization, adaptability, and potential for future HR leadership.

Experienced HR and People Operations professionals design realistic HR workflows, policies, payroll, workforce planning, and employee lifecycle scenarios for AI evaluation projects. They create structured assignments, supporting materials, objective evaluation criteria, and practical solutions while analyzing complex information and resolving ambiguities. This is a fully remote, project-based contractor role requiring hands-on HR operations expertise, strong communication, and independent work.

Supports and optimizes Workday and other HR technology platforms, develops reports, dashboards, metrics, and workforce analytics, and maintains HR data quality, governance, security, and reporting accuracy. Partners with HR, Finance, IT, and business stakeholders on requirements, system enhancements, releases, integrations, process improvements, and data insights. Provides functional troubleshooting, documentation, user guidance, compliance reporting, audits, and recommendations that improve workforce outcomes and HR effectiveness.

Serves as the HR partner for one or more offices, advising leaders and employees on HR policies, employee relations, performance management, talent planning, compensation, compliance, and workforce development. Analyzes HR data, turnover, and compensation trends to recommend improvements in engagement and retention. Supports HR programs, organizational changes, and leadership initiatives while providing guidance, reporting, and strategic partnership to business units.

Leads global people operations and strategic HR programs for a rapidly scaling, distributed technology company. Builds AI-enabled HR tooling and automations, manages global employment compliance and EOR infrastructure, administers Rippling, develops leadership training, and oversees culture and engagement programs across 21 countries. Partners with leadership on compensation, performance cycles, workforce expansion, policies, and operational infrastructure.

Owns Crowe’s contingent worker and contractor management lifecycle, including worker classification, requisitions, SOWs, onboarding, extensions, compliance obligations, offboarding, records, audits, and risk controls. Advises business leaders and partners with Legal, Talent, Finance, and other stakeholders to ensure compliant engagement practices. The role also improves contractor lifecycle procedures, reporting, controls, and stakeholder communications across business units.

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.

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.

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.