Top HR Jobs in Milwaukee, WI

Manage confidential employee data, documentation, and HR-related workflows within People Operations. Use ServiceNow to handle cases, coordinate compliant document processes, collaborate across teams, and support HR shared-service activities. The role requires strong English and Korean communication, accurate data administration, document management, and the ability to remain calm while anticipating issues.

Provides employee support through phone, email, and chat, resolving inquiries about payroll, time away, leave, benefits, HR policies, and HR systems. Manages cases in Workday HCM and ServiceNow, handles sensitive issues confidentially, applies critical thinking to moderately complex cases, and ensures compliance with company policies and procedures. Requires strong English and Korean communication skills and at least three years of employee support experience.

Provides employee support through phone, email, and chat, resolving inquiries about payroll, time away, leave, benefits, HR policies, and systems. Manages cases in Workday HCM and ServiceNow, handles sensitive information confidentially, applies critical thinking to moderately complex issues, and ensures compliance with company policies. Requires strong English and Thai communication skills and at least three years of employee support experience.

Manage employee data and documentation accurately and confidentially within People Operations. Use ServiceNow to handle cases, coordinate compliant documentation workflows, collaborate across teams, and support HR-related tasks. The role requires English and Japanese communication skills, strong data administration and document management experience, attention to detail, and the ability to remain calm under pressure.

Manage confidential employee data, document workflows, and HR-related cases using systems such as ServiceNow. Coordinate documentation in compliance with company policies, collaborate across teams to improve workflows, and support the People Operations team. The role requires strong English communication, Mandarin or another additional language, data administration and document management experience, attention to detail, and the ability to remain calm under pressure.

Provide employee support through phone, email, and chat, resolving inquiries about payroll, time off, leave, benefits, HR policies, and HR systems. Manage cases using Workday HCM and ServiceNow, handle sensitive issues confidentially, apply critical thinking to moderately complex inquiries, and ensure compliance with company procedures. The role requires English and Cantonese proficiency and is based in Penang, Malaysia.

Provides employee support through phone, email, and chat, addressing inquiries about payroll, time away, leave, benefits, HR policies, and HR systems. Manages support cases in Workday HCM and ServiceNow, resolves moderately complex and sensitive issues, protects confidentiality, and ensures compliance with company procedures. Requires at least three years of employee support experience and advanced English and Japanese communication skills.

Performs broad HR generalist duties including onboarding, offboarding, benefits and leave administration, employee relations, performance management, compensation, HRIS administration, policy implementation, employment law compliance, reporting, and employee investigations. Partners with managers and employees, supports training and organizational initiatives, maintains personnel records, and develops HR programs and solutions.

Manages day-to-day HR operations, personnel leadership, employee relations, performance management, compliance, engagement, workforce analytics, and HR initiatives. Partners with executives and managers, supports federal contractor employment requirements, oversees HR systems and reporting, guides employee lifecycle processes, and leads compliance, workforce planning, and organizational development activities.

Design evaluation tasks for AI systems in talent management, employee relations, compensation, compliance, and organizational design. Create HR scenarios, reference outputs, policies, investigation reports, compensation analyses, organizational design proposals, and expert-level rubrics across US and international employment-law frameworks. Apply HR methodologies and enterprise HR tools while distinguishing senior HR judgment from generic knowledge.

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.

Leads the HR function for a multi-site organization, establishing scalable policies, processes, systems, and compliance practices. Advises executives on workforce planning, organizational structure, employee relations, succession, and retention. Oversees recruiting, onboarding, benefits, HR operations, employee data, reporting, and a distributed HR team. Requires strong employment-law knowledge, process improvement capabilities, discretion, and experience supporting corporate and field-based employees.

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.

Supports project leadership and employees across HR operations, employee relations, investigations, performance management, onboarding, records management, compliance, payroll coordination, and exit meetings. Advises management on employment-law requirements, maintains confidential personnel information, resolves employee concerns, and recommends HR solutions. The role is primarily remote in Texas but requires travel as needed and schedule flexibility, including evenings and weekends.

Participate in a rotational human resources development program supporting HR business partnering and specialist functions such as recruiting, compensation, employee relations, and development. Analyze workforce needs, develop HR solutions, support talent and training initiatives, improve recruiting and communication strategies, and complete hands-on projects with business leaders. The program includes formal training, networking, and potential international assignments before placement on a permanent HR team.

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.

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.

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.

Support employee experience, engagement, recruitment coordination, onboarding, offboarding, HR operations, employee lifecycle activities, reporting, and HR projects. Serve as a day-to-day employee contact, partner with hiring managers, manage documentation and communications, identify process gaps, and contribute to culture-building for a remote-first organization.

Support HR functions including onboarding, onboarding materials, personnel records digitization, HRIS data accuracy (Paycom), event coordination, training preparation, recruiting administration, and assorted HR projects while gaining practical HR experience.

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.

Supports plant HR operations by managing employee and labor relations, retention, staffing, job bids, onboarding, payroll, training, compliance, audits, and HRIS data. Partners with plant leaders and employees, conducts investigations and orientations, administers policies and programs, supports workforce planning, and maintains accurate records while promoting an inclusive workplace.

Maintains and optimizes Workday HR and payroll systems, including business processes, integrations, data validation, conditional rules, reporting, dashboards, and release updates. Troubleshoots user issues, ensures report security and data integrity, maps processes, recommends enhancements, and trains HR and Payroll users. Documents procedures, supports system users, and shares HR technology best practices with leadership.

Execute the final phase of an HRIS and payroll data migration from ADP to Rippling. Responsibilities include extracting and archiving historical employee and payroll records, mapping and uploading data, organizing files in Rippling and Google Drive, auditing records for accuracy and compliance, protecting sensitive PII and PHI, and reporting migration progress to HR and Payroll leadership.