Top Senior HR Jobs in Milwaukee, WI

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 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.

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.

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 day-to-day Kampala office administration and coordinates local human resources processes, including recruitment, onboarding, employee records, contracts, leave, payroll inputs, performance management, learning activities, and employee relations support. Oversees office services, facilities, travel administration, meetings, compliance, records, and administrative procedures while ensuring alignment with organizational policies and Ugandan laws.

Leads HR People Enablement operations by designing scalable processes, establishing governance and controls, managing continuous improvement, and coordinating major HR cycles such as Open Enrollment and Year-End Rewards. Partners cross-functionally with HR, Finance, Payroll, IT, Legal, and external providers to improve service quality, manage risks, track roadmaps, and support executive decision-making.

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.

Supports day-to-day HR operations and serves as the primary ADP Workforce Now administrator. Responsibilities include biweekly payroll, timekeeping audits, employee records, benefits, ACA and leave tracking, I-9/E-Verify compliance, onboarding, recruiting support, training records, OSHA and workers’ compensation administration, reporting, and HR process improvement. The role provides confidential HR guidance to employees and managers while maintaining accurate data across multiple HRIS modules.

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.

Supports HR services for U.S., international assignment, and Employer of Record employees across multiple countries. Responsibilities include onboarding, payroll and benefits enrollment, work authorization, policy guidance, performance reviews, international assignment payments, offboarding, employee records, labor-law compliance, and coordination with vendors and EOR partners. The role also supports medical clearances, assignment travel, household goods shipments, and employee customer service in a multicultural humanitarian environment.

Partners with global GTM leaders and the Chief Revenue Officer on organizational design, talent planning, leadership coaching, performance management, succession, engagement, change management, and development. Uses people analytics and AI-native tools to support decision-making while maintaining strong data governance. Collaborates with Talent Acquisition and Compensation on hiring strategies, incentive design, and total rewards. Champions an inclusive, high-performance culture across a scaling SaaS organization.

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.

Partners with senior and operational leaders on employee relations, performance management, organizational development, change management, succession planning, investigations, accommodations, leaves, workers’ compensation, separations, and acquisition integration. Reviews employment actions, contracts, pay equity, HR files, and background checks while ensuring employment-law compliance. Analyzes HR metrics, oversees ethics reports, supports benefits and unemployment matters, and develops HR training and recommendations.

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.

Manages companywide HR programs, benefits administration, performance reviews, retention strategies, HR metrics, compliance practices, HR systems, and project initiatives across multiple locations. The role coordinates resources, improves workflows and service delivery, supports training and employee relations, and partners with HR leadership and business leaders to implement organizational priorities.

Leads HR operations for a manufacturing plant, including workforce planning, recruiting, onboarding, performance management, employee relations, and engagement. Partners with plant leadership on organizational effectiveness and labor planning. Oversees EHS initiatives, OSHA compliance, workers’ compensation, incident investigations, safety metrics, training, and environmental compliance. Supports skilled-trades recruitment, apprenticeships, technical development, HR reporting, and employment-law compliance across hourly and salaried teams.

Leads HR operations for a large branch workforce, oversees recruitment and retention strategies, coaches the HR team, supports employee relations and corrective action, and ensures consistent application of HR policies, procedures, and programs.

Leads HR strategy and services for regional or functional business groups. Advises leaders on organizational effectiveness, employee relations, performance management, workforce planning, talent development, compensation, succession planning, and engagement. Manages HR teams, labor relations, compliance, investigations, leadership coaching, and M&A integration while supporting a high-performing culture.

Leads all HR functions for a multi-shift manufacturing operation, including recruiting, onboarding, employee relations, performance management, payroll, benefits, compliance, training, safety support, culture initiatives, and workforce planning. Serves as a strategic advisor to ownership, leaders, supervisors, and employees while overseeing one Office Assistant.

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.