Top HR Jobs in Nashville, TN

The Senior Manager, HR Compliance is responsible for developing and executing a compliance framework across the Americas, managing immigration and global mobility programs, and ensuring adherence to applicable laws and regulations while fostering a culture of compliance within the organization.

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.

Leads PwC’s HR Managed Services payroll team, overseeing global payroll operations, compliance, process improvements, and transformational change. Builds strategic client relationships, develops payroll policies and practices, mentors team members, promotes payroll technology adoption, and establishes industry-leading processes across global teams. The Director provides thought leadership, drives business growth, and maintains trusted relationships across diverse stakeholders.

Serve as strategic HR partner to G&A senior leaders, leading org design and restructures, driving performance calibration, using data and AI tools to surface org health risks, and translating people strategy into measurable outcomes across global, high-growth teams.

Leads HR for a distribution center as a strategic partner to local leadership. Responsibilities include talent management, performance and succession planning, compensation and rewards, employee relations, engagement, manager coaching, organizational change, DEI, compliance, and local execution of HR programs such as recruiting, payroll, leave, and disability administration.

Supports HR strategy across TireHub’s South Central Region by advising leaders and employees on employee relations, recruiting, onboarding, offboarding, compensation, compliance, engagement, and talent development. Leads regional change management, manager coaching, workforce analysis, and high-potential employee development. Maintains HR compliance programs involving OSHA, DOT, driver records, and drug testing. The home-based role requires candidates in Georgia or Tennessee and travel up to 50%.

Partners with leaders and employees on workforce strategy, employee relations, performance, policy interpretation, organizational development, compensation, benefits, and talent retention. Investigates workplace issues, coaches managers, analyzes workforce data, recommends solutions, and implements HR strategies aligned with organizational goals. Builds trusted relationships across assigned business areas and HR centers of excellence while ensuring compliance, consistency, and effective employee experiences.

Leads enterprise HR strategy across a multi-site, multi-state physician organization. Oversees recruiting, retention, leadership development, compensation, performance management, engagement, culture, employee experience, HR infrastructure, and acquisition integration while partnering with executive, operations, and finance leaders.

Leads all human resources operations for a major project, including workforce planning, blue-collar recruitment, employee relations, performance management, compensation and benefits, compliance, payroll coordination, training, policy development, and HR budgeting. Advises project leadership, resolves workplace issues, manages regulatory matters, develops the HR team, and serves as the liaison between corporate HR and project operations.

Provides day-to-day human resources support across the employee lifecycle, including recruitment, onboarding, personnel transactions, payroll and timekeeping coordination, employee inquiries, benefits and leave support, and offboarding. Maintains accurate employee records, coordinates HR processes, supports communications and process improvements, and handles confidential information while delivering responsive service to employees, managers, and HR partners.

Provides day-to-day human resources support across the employee lifecycle, including recruitment coordination, onboarding, HR transactions, employee records, payroll and timekeeping coordination, employee inquiries, and offboarding. Maintains confidential information, supports HR projects and process improvements, communicates with employees and managers, and delivers timely HR customer service.

Provides day-to-day human resources support throughout the employee lifecycle, including recruitment coordination, onboarding, personnel transactions, payroll and timekeeping coordination, employee inquiries, offboarding, records maintenance, and HR process improvements. The role serves employees, managers, and HR partners while handling confidential information and working in a hybrid downtown Nashville environment.

Supports HR strategy and programs across multiple Tennessee dealerships, partnering with regional directors, general managers, and HR centers of excellence. Responsibilities include employee relations, performance management, coaching, compensation, talent acquisition, workforce planning, succession planning, organizational development, retention, compliance, and policy implementation. The role provides day-to-day HR guidance, resolves employee and organizational issues, and helps execute initiatives that support business and talent objectives.

Remote HR internship supporting recruitment, onboarding, employee records, engagement, HR operations, compliance documentation, performance management assistance, and general HR administrative tasks.

Provide HR administrative support including new-hire orientations, absence and payroll adjustments, employee file maintenance, drug/background screenings, policy/document editing, HRIS data entry (Paychex or Kronos), and general HR duties while serving as first point of contact for employee HR questions.

Manage HR operations including onboarding, employee relations, and performance management. Support recruitment, implement HR policies for compliance, facilitate training and engagement programs, and analyze HR data to inform decisions and improve employee experience.

Partners with branch and operations leaders on workforce planning, employee relations, leadership coaching, talent management, engagement, organizational change, benefits and leave administration, and HR compliance. Investigates complex employee concerns, advises on policies and employment laws, supports succession planning and organizational development, and serves as an escalation point for HR Generalists while traveling regularly to assigned branches.

Volunteer HR Generalist to support recruiting (sourcing, screening, interviewing, onboarding), maintain personnel records and new-hire documentation, coordinate office operations and policies, publish job ads, schedule interviews, prepare reports and presentations, and assist with initial fundraising campaign. Attend weekly meetings and commit to minimum 4+ hours weekly.

Leads HR strategy and execution for an approximately 400-person MBTA account workforce across union and non-union populations. Partners with operations on staffing, retention, employee relations, performance management, labor relations, grievances, investigations, compliance, and workforce planning. Oversees recruiting support, engagement, onboarding, and retention initiatives while advising leaders on employment law, collective bargaining agreements, and risk. Manages an HR Employee Relations Specialist and HR Assistant.

Supports business objectives through HR strategy, employee relations, full-cycle recruiting, onboarding, benefits and compensation administration, compliance, HRIS management, reporting, and change initiatives. Advises employees and leaders, resolves workplace concerns, strengthens communication and engagement, and leads process improvements across manufacturing and office locations. Requires strong relationship-building, business acumen, project management, and knowledge of labor regulations.

Participate in a paid, remote interview about your SMB’s payroll and HR software stack. Discuss administrative workflows, employee data and compensation management, software features, integrations, usability, competitor platforms, and challenges faced by SMB HR teams. Participants should be active HR, payroll, operations, or business professionals with direct experience evaluating, implementing, or administering HR and payroll systems.

Owns the end-to-end HR function for a distributed U.S. and New Zealand organization. Responsibilities include HR strategy, employee lifecycle processes, payroll oversight, HRIS selection and implementation, policies, internal controls, compliance, employee relations, performance management, compensation, benefits, recruiting, and onboarding. The role partners closely with the CFO, executives, managers, Finance, external counsel, vendors, and New Zealand HR support to build a scalable HR operating model.

Supports HR activities throughout mergers and acquisitions, including due diligence, Day 1 readiness, employee transitions, integration planning, workforce changes, compliance, change management, and post-close execution. Coordinates workstreams, tracks milestones, prepares reports and communications, manages confidential information, and collaborates with HR, Legal, Finance, IT, and business stakeholders. Maintains M&A playbooks, project tools, checklists, and lessons learned to improve future integration processes.

Supports Department of the Navy civilian HR operations through DCPDS, DCPS, and DCHRMS transaction processing, testing, quality assurance, troubleshooting, and regulatory compliance. The role analyzes personnel/pay interface issues, prepares system change requests and transmittals, validates releases, maintains salary tables, resolves service tickets, and coordinates with DoD, DFAS, DON, and other stakeholders.

The HR Business Partner advises operational leaders on workforce strategy, employee relations, talent management, leadership development, succession planning, engagement, retention, organizational effectiveness, and change management. The role analyzes workforce data, conducts investigations, manages performance and corrective actions, supports organizational changes, mitigates workforce risk, and translates HR insights into business-focused recommendations.