Top HR Jobs in Milwaukee, WI

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.

Serves as a strategic HR partner for a major function or geography, advising leaders on workforce planning, performance, talent, compensation, engagement, employee relations, compliance, and organizational change. Leads HR generalists, coaches leaders, manages employee relations, supports payroll and benefits administration, and drives culture, leadership development, and performance processes across assigned business units.

Partners with Claude Corps leaders and managers on employee relations, performance, policies, and workforce needs. Owns high-volume, multistate fellow onboarding, including background checks, I-9, payroll, benefits, records, and employment documents. Manages onboarding support staff, oversees workload and quality, handles leave and accommodation coordination, maintains HR guidance, and improves processes through technology and automation.

Provides outsourced HR advisory and operational support to clients, including employment compliance, handbooks and policies, employee lifecycle processes, benefits administration, employee relations, and performance management. Manages smaller client engagements, coordinates deliverables, researches employment requirements, communicates HR guidance, and escalates complex issues. Contributes to internal HR tools, templates, and process improvements while maintaining current knowledge of employment trends.

Provides strategic and operational HR support to County departments across recruitment, classification, compensation, employee relations, labor relations, workforce planning, organizational development, compliance, policy development, training, and investigations. Advises managers, interprets employment laws and collective bargaining agreements, supports workplace resolutions, facilitates training, and manages sensitive employee matters while maintaining productive relationships with employees, leaders, unions, attorneys, and the public.

Partners with InSinkErator and Consumer Services leaders to develop talent strategies, improve organizational effectiveness, coach leaders, and drive people initiatives. Leads annual HR processes including performance management, pay planning, workforce planning, talent assessment, succession planning, and development planning. Uses data-driven insights, organizational diagnosis, change management, and HR expertise to improve business and talent outcomes.

Provides hands-on HR support across employee relations, performance and talent programs, recruiting, onboarding, employee transitions, leave and payroll matters, HR analytics, engagement initiatives, and compliance. Advises employees and managers, analyzes workforce data, supports HR reporting and process improvements, maintains confidential records, and partners with HR leadership, shared services, and centers of excellence. The role is hybrid and requires up to 10% regional travel.

Graduate internship supporting talent and leadership development programs, succession planning, talent reviews, career development, learning solutions, and internal mobility. Responsibilities include researching talent practices, analyzing workforce and program data, developing communications and executive presentations, evaluating program effectiveness, and collaborating cross-functionally. The intern will manage a defined summer project from discovery through recommendation or implementation and present findings to Talent Management leadership.

Serves as a strategic HR partner for US and Canada, advising leaders on employee relations, compliance, talent management, organizational effectiveness, workforce planning, performance management, compensation, and employee engagement. Leads HR initiatives, investigations, succession planning, organizational design, change management, and process improvements while aligning people strategies with business objectives.

Analyze workforce data to identify trends and opportunities in recruiting, retention, and workforce planning. Build HR dashboards and reporting tools using Excel, SQL, Workday, and Power BI. Partner with HR and business leaders to address workforce challenges, improve data quality and processes, and present clear recommendations to leadership.

Provides HR business partner support for new and existing club sites, including talent acquisition, onboarding, employee relations investigations, performance management, ADP transactions and reporting, training, talent development, and policy updates. Advises operational leaders on HR practices, compliance, workforce planning, employee performance, and labor budgets while maintaining confidential records and delivering a positive employee experience.

Provides on-site HR support in a manufacturing environment, advising employees and leaders on policies, benefits, timekeeping, attendance, leave, performance, and employee relations. Conducts workplace investigations, supports engagement, retention, culture, change management, and communications, and assists with Workday transactions, reporting, and HR analytics. Builds trust while ensuring consistent policy application and resolving workplace concerns.

Serves as the onsite HR partner for a manufacturing supply chain organization. Supports employees and leaders with HR policies, benefits, timekeeping, attendance, leave, Workday transactions, employee relations, performance matters, investigations, engagement, retention, change management, and workplace culture. Provides HR systems support, reporting, communications, and project assistance while protecting confidential information and ensuring consistent policy application.

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.

Supports Talent Acquisition and HR activities, including candidate sourcing, screening, interview coordination, ATS management, candidate communication, job postings, recruiting reports, pipeline management, and campus recruiting. The intern also assists with onboarding, employee engagement, learning and development, benefits, process improvements, and other HR initiatives.

Leads strategic HR business partnering by translating business priorities into workforce plans, talent actions, and disciplined execution. Drives performance management, workforce planning, development, organizational effectiveness, HR product adoption, data quality, leader accountability, and employee experience. Coordinates HRBPs, HR Operations, Centers of Excellence, and business leaders while identifying execution gaps, improving process consistency, and supporting organizational change.

Leads local execution of talent and workforce processes, ensuring accuracy, consistency, data integrity, timely completion, and adherence to enterprise HR standards. Partners with managers to strengthen accountability for performance management, development, workforce actions, and talent processes. Identifies root causes of execution gaps, improves workflows, coordinates across HR teams, reinforces operating-model discipline, and supports workforce planning, employee experience, change adoption, and reliable HR service delivery.

Leads strategic HR partnership for a large business unit or complex function. Translates business strategy into workforce plans, talent-system execution, organizational effectiveness, leadership capability, succession planning, and measurable performance outcomes. Coaches senior leaders, drives disciplined operating rhythms, strengthens employee experience, activates enterprise HR products, leads transformation, and manages HRBP resources. Uses workforce and business analytics to diagnose execution gaps and improve talent and organizational performance.

The Human Resources Generalist supports employee relations, benefits and leave administration, HRIS management, compliance, training, workplace safety, recruiting, recordkeeping, and process improvement. The role partners with employees and managers across multiple retail stores, offices, and kitchen operations; administers FMLA, ADA accommodations, workers’ compensation, employment documentation, and benefits; supports investigations and engagement initiatives; and conducts occasional store visits throughout the Milwaukee area.

Leads the design and domain ownership of AI agents for enterprise HR operations, including payroll, time, benefits, and employee changes. Tailors solutions for customer policies and systems, supports implementations and escalations, and represents the company in executive workshops, demos, RFPs, and market engagements. The role requires deep HR operations expertise, HR technology implementation experience, compliance knowledge, process automation judgment, and the ability to translate complex HR processes into accurate agent behavior.

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.

Serves as a strategic HR partner for regional leaders and branches across a multi-state workforce. Responsibilities include leadership coaching, employee relations investigations, employment-law compliance, engagement and retention initiatives, workforce analytics, HR policy improvement, vendor management, and performance development. The role is remote within the Midwest and Central United States and requires at least 25% regional travel.

Supports recruitment, resume screening, interview scheduling, candidate communications, onboarding, employee engagement, record maintenance, HR reporting, data analysis, process improvement, documentation, and general HR administration. The intern gains practical experience with core HR functions, HR systems, and employee initiatives while working remotely with the People and Culture team.

Serves as a strategic HR partner, advising stakeholders on employee relations, talent acquisition, compensation, payroll, training, policies, safety, and labor-law compliance. Leads cross-functional HR initiatives, manages project timelines and risks, analyzes workforce data, supports employee engagement, and drives continuous improvement. Requires at least five years of progressive HR generalist or HR business partner experience, strong employment-law knowledge, and excellent communication, consulting, and project-management skills.

Manages HR operations and shared services, leading HR operations specialists and generalists. Oversees onboarding, offboarding, employee relations, HR calendars, compliance, payroll coordination, HR data, and enterprise HR programs. Improves workflows, automates manual processes using AI and HR platforms, maintains documentation, supports global offices, and ensures service-level performance and a consistent team member experience.