Top Senior HR Jobs in Milwaukee, WI

Lead and support enterprise talent strategy and programs including talent reviews, performance management, succession planning, and Workday-enabled IDPs. Partner with HR and business leaders to execute strategic talent and culture initiatives, produce executive-level analyses and presentations, track talent metrics, and simplify talent practices to improve leader and employee experience.

The Senior Director of HR will lead HR functions for the Clutches & Brakes Division, focusing on talent management, workforce planning, and leadership development while contributing to strategic HR initiatives.

The HR Project Manager leads complex M&A-focused HR initiatives, ensuring project delivery within scope, budget, and timelines while fostering cross-functional collaboration.

Lead and optimize HR Shared Services and payroll administration, managing a team to ensure accurate, timely payroll and lifecycle HR transactions. Drive process standardization, compliance, audits, continuous improvement, and stakeholder partnership across HR, Finance, Legal, Internal Audit and vendors.

Partner with District Managers to develop and coach Director-level leaders, manage performance and complex employee relations, lead talent reviews and succession planning, provide data-driven HR insights, coordinate with HR Centers of Expertise on compensation, hiring, onboarding/offboarding, and change management to improve retention and organizational effectiveness.

The Senior HR Business Partner coaches leaders, manages employee relations, oversees leave processes, and ensures compliance while handling HR policies and benefits administration effectively.

Hands-on HR generalist supporting HR operations, benefits administration, compliance, pay equity auditing, onboarding/offboarding, employee relations, and process improvement. Provide surge recruiting support, maintain HR documentation, analyze HR metrics, and use AI tools to automate and streamline People workflows across the US and Canada.

Hands-on senior HR generalist supporting HR operations, benefits administration across US and Canada, compliance, pay equity auditing, policy drafting, performance management, HR metrics and process improvement, and surge recruiting support. Uses AI tools to streamline HR work.

Provide high-level administrative and operational support to the Program Director across two HR offices. Manage complex calendars, shared inboxes, meeting logistics, event coordination, onboarding/offboarding tasks, basic budget tracking, presentation preparation, and maintain team resources. Serve as a proactive coordinator who anticipates needs, documents meeting minutes and action items, and supports talent acquisition and office operations.

Support HR lifecycle via HRIS/Workday administration, configure and execute Workday EIB loads, manage HR case queues in ServiceNow, produce HR metrics reporting, troubleshoot data discrepancies, train HR staff, and participate in projects to improve employee experience and processes.

Partner with Engineering, Product, Design, Security Research, and Data leaders to scale high-performing technical teams. Advise on org design, workforce planning, talent management, performance, succession, and employee relations. Coach managers, drive talent reviews and promotions, use people data to mitigate risks, and build scalable HR programs for a fast-growing, distributed cybersecurity company.

Serve as the primary HR partner for U.S. employees and managers, handling employee relations, benefits and 401(k) administration, leave and accommodation processes, compliance, vendor and payroll coordination, policy and SOP maintenance, HR data accuracy, and coaching of junior HR staff. Provide guidance on complex HR matters, improve processes, and partner on workforce planning and People Operations initiatives.

Serve as an individual-contributor HR Business Partner for the Americas, advising managers and employees on HR policies, HRIS administration, onboarding/exits, compensation, performance management, succession planning, employee engagement, org design, workforce planning, and regional HR projects (including M&A). Use AI tools to automate routine tasks and support broader corporate HR initiatives. Occasional travel (<10%) to regional meetings.

Support day-to-day HR operations across three manufacturing sites, including full-cycle recruiting, onboarding, payroll, benefits administration, employee relations, compliance, training, recordkeeping, safety initiatives, and engagement events.

The HR Manager will lead the onboard HR team, provide expert advice on HR policies, manage employee relations, and ensure compliance with regulations while promoting a positive work culture.

Provide comprehensive HR services to assigned County departments as a trusted business partner. Manage employee relations, recruitment and selection, workplace investigations, classification and compensation, policy interpretation, and compliance with federal and state employment laws. Advise managers and employees, support organizational development, and handle competing priorities with strong communication and problem-solving skills.

Serve as HR Business Partner for multi-site service center operations, leading employee relations, investigations, safety culture (Zero Harm), workforce planning, engagement, compliance, and HR program execution. Coach leaders, support talent lifecycle, manage high-risk ER cases, and partner with legal and HR centers of excellence to drive consistent people practices across distributed frontline teams.

The HR Coordinator will manage HR processes, support onboarding and compliance, maintain employee records, and partner with leaders to ensure HR alignment globally.

The Strategic HR Business Partner collaborates with leaders to develop talent strategies, enhance performance, and foster an inclusive culture while analyzing workforce data and managing HR initiatives.

Lead and execute end-to-end HR functions—talent acquisition, onboarding, performance management, employee relations, benefits administration, compliance, policy development, DEI initiatives, workforce planning, HR metrics, and direct management of the HR team to support manufacturing operations.

Lead and rebuild HR Operations across payroll, benefits, compliance, HRIS, and workforce data for US and Canada. Modernize systems and automation, drive change management and vendor performance, support immigration and M&A integrations, design scalable HR processes and SOPs, and lead a high-performing HR Ops team to enable rapid organizational growth.

Provide strategic, systems-level HR leadership to design and execute people strategy, strengthen HR operations, lead compensation, ensure legal compliance, build and develop HR staff, partner with senior leaders, drive change management, use people data for decisions, and support ministry fund development and travel as required.

The HR Manager oversees HR strategies and programs, collaborates with leadership on employee relations, manages performance, and enhances crew welfare and engagement.

The HR Business Partner will drive people performance, leadership development, and employee relations across corporate restaurants, partnering closely with operations leadership to enhance hiring, onboarding, engagement, and compliance practices.

Strategic HR partner leading full-cycle recruiting, onboarding, employee relations, compliance, training, and workforce planning for U.S. operations. Administers HR policies, leave and benefits programs, HRIS data, and HR metrics while driving continuous improvements, engagement initiatives, and support for ISO and safety activities.