Top Senior HR Jobs in Miami, FL

Provides outsourced HR consulting and support to clients across benefits administration, performance management, onboarding, offboarding, compliance, HRIS optimization, documentation, and general HR operations. Builds client relationships, addresses HR concerns, researches employment regulations, improves processes, and contributes to service-line growth and business development.

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.

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.

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.

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.

The Human Resources Generalist partners with division leaders and HR shared services across recruiting, workforce planning, onboarding, employee relations, performance management, benefits, compliance, training, engagement, and offboarding. The role administers HR programs, tracks employee cases and metrics, supports leadership development, manages HR records and systems, and coordinates events and wellness initiatives. It requires strong communication, problem-solving, employment-law knowledge, and broad HR experience.

Leads human resources strategy for supply chain facilities, including full-cycle recruiting, talent assessment, retention initiatives, employee relations, training, and workforce metrics. Manages and develops HR Business Partners, builds location-specific talent pipelines, supports conflict resolution and investigations, and partners with facility leadership on human capital priorities. The role is conducted remotely and requires travel to buildings and partnership locations.

Partners with GTM leadership across regions on HR strategy, employee relations, performance management, compliance, talent management, engagement, and organizational effectiveness. Owns HR policies and the full employee lifecycle, including end-to-end recruitment, onboarding, development, mobility, and offboarding. Advises managers and employees on complex issues while supporting a global, multi-entity workforce and maintaining a strong in-office presence in Fort Lauderdale.

Leads the HR function for a growing, multi-state veterinary company. Responsibilities include HR strategy, M&A due diligence and onboarding, talent acquisition, employee relations, compensation, benefits, payroll, learning and development, compliance, and employee engagement. The director will build the HR team, establish scalable processes, manage vendors and benefits programs, develop hiring pipelines, implement AI tools, and support senior leadership initiatives.

Supports HR operations for employees across multiple states, with a primary focus on California. Responsibilities include employee relations, onboarding, training, performance management, investigations, policy implementation, HRIS reporting, handbook maintenance, and compliance with employment and benefits laws.

Manages HR support functions and advises managers and employees on employee relations, policies, compensation, benefits, performance management, investigations, organizational development, and compliance. The role conducts workplace assessments, supports restructuring and succession planning, analyzes HR reports, maintains ERP data, leads special projects, and ensures effective HR service delivery and internal controls.

Provides enterprise-wide leadership for HR technology, transaction operations, analytics, service delivery, and HR systems. Oversees Workday HCM governance, process automation, data integrity, reporting, HR call center operations, workforce analytics, compliance, and internal controls. Partners with executive stakeholders across HR, IT, Finance, Payroll, and Total Rewards while leading HR transformation initiatives and a team of operations, technology, analytics, and customer service professionals.

Serves as a strategic HR advisor to leaders across the organization, shaping workforce planning, organizational effectiveness, talent strategies, employee experience, and HR programs. Uses HR systems, data, analytics, and emerging AI technologies to inform decisions and improve processes. Leads cross-functional HR initiatives, change management, compliance efforts, and stakeholder engagement while supporting talent attraction, development, engagement, and retention.

Supports the HR Director across compliance, recruiting, employee relations, compensation, benefits, performance management, training, onboarding, payroll coordination, and HR reporting. Maintains regulatory and audit programs, administers E-Verify and FAA drug and alcohol compliance, advises employees on policies, prepares employment documentation, supports benefits enrollment, and represents the company in personnel-related government matters.

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.

Provides strategic HR partnership to business directors and senior leaders across a complex, multi-site logistics operation. Responsibilities include workforce planning, organisational design, talent and succession, leadership development, employee relations, change management, people analytics, and coaching HR professionals. The role translates business priorities into measurable people strategies, supports senior decision-making, and requires regular travel across the South and East Midlands.

Leads HR business partnering for global business units, aligning people strategy with business goals. Advises executives, implements HR programs, manages cross-functional HR collaboration, supports organizational change, uses analytics for decision-making, and ensures employment-law compliance. The role requires strong business acumen, executive influence, global HR experience, confidentiality, and expertise in HR technologies.

Partners with senior leaders to align people strategies with business goals, coaches leaders, manages performance and employee relations, uses people data to guide decisions, and leads organizational design, workforce planning, talent, engagement, and global HR initiatives.

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 a strategic HR business partner to Lennar’s HR organization, advising senior leaders on talent, performance, organizational effectiveness, workforce planning, engagement, employee relations, and change management. Coaches leaders, supports HR talent development and succession planning, uses workforce insights to guide decisions, partners cross-functionally on integrated HR solutions, promotes AI adoption, and ensures compliance with employment laws and company policies.

Provides strategic and operational HR support to the Aviation division, advising leaders on employee relations, performance management, talent development, compensation, compliance, onboarding, and workforce planning. Analyzes workforce metrics, supports engagement and retention initiatives, partners on succession planning and talent acquisition, leads HR initiatives, and mentors HR team members across a dispersed, multi-state workforce.

The HR Business Partner serves as the regional HR advisor to leaders and employees, supporting employee relations, recruiting, onboarding, offboarding, training, compensation analysis, workforce planning, compliance, and engagement. The role leads HR change initiatives, coaches managers, supports talent development, and manages sensitive workplace matters. It requires strong HR expertise, autonomy, data accuracy, and familiarity with HRIS and labor legislation. The position is home-based in Florida, supports the South Central Region, and requires travel up to 50%.

Manages HR support staff and advises employees, managers, and leadership on employee relations, organizational development, policy compliance, investigations, restructuring, succession planning, compensation actions, and change management. Oversees HR information in the ERP system, analyzes reports, maintains internal controls, and recommends improvements to support organizational effectiveness, engagement, productivity, and retention.

Serves as a senior HR business partner to leaders and employees, overseeing employee relations, union and labor relations, HR operations, leave and attendance, performance management, engagement, compliance, and HR reporting. The role advises managers, handles investigations and grievances, supports employee lifecycle processes, maintains HR documentation, partners with Payroll and HRIS teams, and develops HR workflows, SOPs, and strategic initiatives.

Own end-to-end learning and enablement programs, including manager development, onboarding, workshops, People Team playbooks, and learning architecture. Partner with People Business Partners to address talent gaps, operate the LMS and content library, apply AI to learning workflows, and measure program impact. The role requires strategic business partnership, instructional design, hands-on program delivery, stakeholder influence, and continuous improvement of workforce learning.