Top Senior HR Jobs in Milwaukee, WI

Leads the people strategy for a multi-site, unionized manufacturing business. Advises the President and senior leadership team on workforce planning, labor and employee relations, talent acquisition, leadership development, succession, performance, engagement, organizational change and culture. Oversees approximately 10 HR professionals, strengthens union partnerships, supports operational excellence, develops critical-skill pipelines and ensures consistent HR execution across seven sites and three countries. Requires regular facility presence and travel of approximately 25% or less.

Leads the people strategy for a multi-site, unionized manufacturing business. Advises senior leadership on organizational effectiveness, labor and employee relations, workforce planning, talent acquisition, leadership development, succession, performance, engagement, and change. Oversees approximately 10 HR professionals, strengthens union partnerships and workforce capabilities, supports operational excellence, and ensures consistent HR execution across seven sites and three countries. Requires regular facility presence and travel of approximately 25% or less.

Owns end-to-end HR operations for US and Canadian employees and contractors, including onboarding, offboarding, benefits, employee records, compliance, employee relations, performance management, compensation reviews, manager training, and HR systems. The role administers Rippling, Lattice, and Ashby, supports SOC 2 compliance, coaches managers through performance issues and PIPs, maintains policies, and coordinates benefits and training vendors.

Own end-to-end multi-state payroll, HRIS administration, compliance, reporting, integrations, and HR operations for clients. Lead HRIS and payroll implementations, system configurations, workflow automation, change management, employee lifecycle processes, and stakeholder workshops. Advise clients on employment law compliance, maintain data integrity and audit readiness, resolve payroll issues, and optimize people processes across varied organizations.

Owns the people workstream for mergers and acquisitions from diligence through close and integration. Responsibilities include building diligence questionnaires, analyzing employment and compensation data, assessing risks, modeling compensation and equity structures, supporting negotiations, managing integration readiness, and developing reusable playbooks and automation. The role partners with corporate development, legal, finance, and people leadership while operating across global, confidential, and often ambiguous transactions.

Serve as HR Business Partner for one or more offices, advising leaders on HR policies, employee relations, talent management, compensation, compliance, and HR analytics. Drive workforce planning, succession, training, investigations, and retention strategies. Provide data-driven insights, implement HR programs, and collaborate with COEs to support business objectives.

Own the HR function as a hands-on solo operator, managing recruiting, onboarding, multi-state payroll, benefits, HRIS data, compliance, policies, performance cycles, compensation operations, employee relations, engagement, and office administration. Partner with Finance, Legal, IT, and leadership while supporting U.S. and Italy employees, improving workflows, and maintaining reliable people programs in a distributed technology company.

Leads enterprise HR reporting, dashboards, workforce analytics, data governance, quality controls, and reporting automation using Workday and related tools. Partners with HR leaders and business stakeholders to deliver executive-ready insights for workforce planning, talent strategy, compliance, and organizational effectiveness. Serves as a Workday reporting subject matter expert, resolves complex data issues, improves reporting processes, and mentors junior analysts.

Serve as US HR SME managing compliance, HRIS (HiBob), PEO liaison (ADP TotalSource), onboarding/offboarding, payroll and benefits (including 401(k)), employee relations and ER cases (PIPs), policy updates, audits, and US-specific HR projects while partnering with global HR and payroll teams.

Partner with functional leaders to translate business strategy into people strategy. Own org design, performance management, compensation, talent development, engagement, and retention. Provide coaching on career pathing, change management, and sensitive employee issues. Use people data to generate insights and recommendations, build compliant HR policies, manage global employee relations, and collaborate with People Team COEs to deliver cohesive people programs at scale.

Lead HR and EHS strategy across multiple sites, drive talent acquisition, retention, DEI, employee relations, compensation, organizational development, HR operations and EHS compliance. Partner with senior leadership to set KPIs, succession plans, and implement people and safety programs to support business goals.

Lead companywide recruiting and help build the organization’s people infrastructure. Responsibilities include sourcing candidates, developing compensation and retention programs, managing payroll and benefits, overseeing performance evaluations, creating onboarding and training processes, and advising leadership on employment-law compliance. The role supports a distributed team and works closely with executive and legal teams.

Provide HR generalist support for headquarters and remote employees, focusing on employee relations, investigations, performance management, FMLA/ADA/workers' comp administration, HRIS recordkeeping, legal compliance, policy development, and manager consultation. Handle employee inquiries on benefits and 401(k), maintain records, and assist with trainings and documentation to ensure regulatory and corporate compliance.

Provide administrative and operational HR support including onboarding/offboarding, recruitment administration, HRIS records maintenance, reporting, training documentation, compliance assistance, and responding to routine employee inquiries while handling confidential information and managing multiple priorities in a fully remote environment.

The Vice President HR/EHS aligns HR and EHS strategies with business goals, focusing on culture, talent acquisition, employee engagement, and regulatory compliance in safety.

The Head of HR strategically leads all HR functions, fostering a positive workplace culture while managing talent acquisition, employee relations, and compliance.

Assist higher education clients in enhancing HR operations as an HR leader. Responsibilities include oversight of projects, training, and aligning HR processes.

Serves as the strategic HR partner to Customer Experience leaders across Customer Success, Professional Services, Support, and Renewals. Leads organizational design, workforce planning, talent management, leadership coaching, employee relations, change management, compensation, succession planning, and engagement initiatives. Uses workforce and business insights to improve organizational effectiveness, support transformation, and align people strategies with GTM priorities. Partners across the People Team and mentors HR colleagues.

Serve as a strategic HR partner to leaders in a high-growth SaaS company. Build performance, accountability, culture, leadership judgment, and internal communication systems from the ground up. Coach managers through ambiguous and sensitive employee situations, advise on organizational health, and strengthen consistency across the leadership layer. Partner with HR Operations and the HRBP Lead while using AI to improve HR and company-wide efficiency.

Manage day-to-day, multi-state HR operations including leave and accommodation administration, onboarding and offboarding, I-9 verification, background checks, employment compliance, contractor records, HRIS administration, reporting, employee inquiries, and documentation. Support filings, unemployment claims, garnishments, performance reviews, and HR and Finance administrative processes while maintaining accurate, confidential records.

Lead HR strategy and operations: employee relations, conflict resolution, performance management, onboarding, pay equity audits, training, policy compliance, and HR reporting. Partner with executive leadership and board to align HR with organizational goals and maintain confidential personnel records.

Serve as senior talent and organizational advisor to business and technology leaders. Translate strategy into workforce, leadership, and organizational plans; lead workforce planning, org design, change initiatives, and talent programs; integrate people, AI, and technology to improve productivity and business outcomes; build leadership capability and measure outcomes using workforce insights and business data.

The HR Business Partner will collaborate with employees and leaders to implement HR initiatives, improve engagement, manage talent processes, and provide guidance on HR matters.

Conscious Talent seeks experienced people leaders to shape HR strategies, build inclusive cultures, and support organizational growth, integrating personal development values in their work.

The HR Business Partner collaborates with management to improve employee focus and productivity, aligning HR strategies with company goals and overseeing HR functions.