Top HR Jobs in Nashville, TN

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.

Manage end-to-end payroll through a PEO, administer HRIS data, support employees with payroll and HR inquiries, ensure multi-state compliance, generate reports, and optimize HR workflows. Lead the organization’s 2027 transition from its PEO to an independent payroll and HR technology stack, including system selection, implementation, tax setup, SOP development, controls, and employee training.

Supports hotel HR operations, including hourly recruiting, screening, interviewing, onboarding, Workday administration, orientation, safety certification tracking, benefits support, associate relations, recognition programs, and HR reporting. Provides courteous assistance to associates, leaders, and candidates while supporting compliance and employee wellness initiatives.

Partners with business leaders to manage full-cycle HR practices for 300+ associates across multiple locations and shifts. Advises on employee relations, investigations, compliance, compensation, workforce planning, talent selection, performance management, and associate development. Leads HR projects and cross-functional initiatives, uses HR analytics for decision-making, and ensures alignment with employment laws and company policies.

Provides HR support and counsel across staffing, compensation, benefits, learning, employee relations, and performance management. Advises managers on HR policies, investigates and resolves associate relations issues, supports recruiting activities, and recommends solutions to complex HR matters. The role operates independently, may oversee projects, and requires 5%–10% overnight travel.

Serves as a strategic Talent Management partner to business and regional leaders. Advises on workforce planning, organizational effectiveness, succession, talent reviews, performance, retention, engagement, leadership development, and organizational change. Coaches leaders, facilitates talent discussions, interprets workforce data, and coordinates integrated talent solutions across HR disciplines. The role requires regular regional travel and supports initiatives across a multi-site healthcare organization.

The Compensation Analyst administers incentive compensation programs, combines KPI and Dayforce data to verify payouts, supports compensation structures and annual pay processes, conducts benchmarking and salary surveys, and prepares reports and dashboards. The role also maintains compensation documentation, evaluates jobs and pay programs, analyzes trends, supports organizational communications, and ensures compliance with employment and compensation laws.

Leads enterprise colleague engagement and experience initiatives, including engagement surveys, culture programs, recognition and incentive programs, leadership communications, town halls, and intranet governance. Analyzes feedback and engagement data, manages vendors and budgets, develops action plans, coordinates cross-functional projects, and advises Talent Management and HR leaders on improving culture, retention, communication, and organizational effectiveness.

Serves as the HR partner for one or more offices, advising leaders and employees on HR policies, employee relations, performance management, talent planning, compensation, compliance, and workforce development. Analyzes HR data, turnover, and compensation trends to recommend improvements in engagement and retention. Supports HR programs, organizational changes, and leadership initiatives while providing guidance, reporting, and strategic partnership to business units.

Coordinates human resources operations including onboarding, compliance tracking, employee documentation, badge access, scheduling, orientation logistics, audits, exit processes, and local HR programs. Provides administrative support, manages supplies and records, handles confidential information, supports immigration compliance tracking, and serves as a liaison among candidates, employees, hiring managers, employee health, and shared services.

Owns Crowe’s contingent worker and contractor management lifecycle, including worker classification, requisitions, SOWs, onboarding, extensions, compliance obligations, offboarding, records, audits, and risk controls. Advises business leaders and partners with Legal, Talent, Finance, and other stakeholders to ensure compliant engagement practices. The role also improves contractor lifecycle procedures, reporting, controls, and stakeholder communications across business units.

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.

The Human Resources Generalist administers the employee lifecycle, including recruiting, onboarding, employee relations, leave and benefits administration, training, performance reviews, compensation support, HRIS records, and compliance guidance. The role advises managers and associates on policies and employment regulations, supports investigations and corrective actions, manages disability and unemployment processes, maintains HR records, and partners with leadership to improve HR programs, engagement, and workplace practices.

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

Leads human resources strategy for supply chain facilities, including full-cycle recruiting, talent assessment, retention initiatives, employee relations, training, and workforce metrics. Manages and develops HR Business Partners, builds location-specific talent pipelines, supports conflict resolution and investigations, and partners with facility leadership on human capital priorities. The role is conducted remotely and requires travel to buildings and partnership locations.

Supports HR strategy and business objectives through employee relations, recruiting, onboarding, benefits, compensation, compliance, HRIS administration, reporting, and process improvement. Advises employees and leaders, resolves workplace concerns, strengthens internal communications, supports change management, and maintains effective partnerships across manufacturing and office locations. The role requires at least four years of HR experience and may involve 5–10% travel.

Supports day-to-day HR operations, including recruiting, onboarding, employee relations, benefits and payroll support, leave administration, compliance, records management, training coordination, and uniform inventory. Serves as a local employee contact, maintains accurate HRIS records, supports managers with workplace matters, and escalates complex concerns to the Director of Human Resources. The role is onsite in Nashville and requires visiting the boat at least twice weekly.

Supports daily HR operations, including recruiting, onboarding, employee relations, benefits and payroll support, leave administration, compliance, HRIS recordkeeping, training coordination, and uniform inventory. Serves as the local employee contact, maintains confidential records, reviews timecards, coordinates employment documentation, and escalates complex issues to the Director of Human Resources. The role is part-time and onsite in downtown Nashville, with boat visits at least twice weekly.

Leads the HR function for a growing, multi-state veterinary company. Responsibilities include HR strategy, M&A due diligence and onboarding, talent acquisition, employee relations, compensation, benefits, payroll, learning and development, compliance, and employee engagement. The director will build the HR team, establish scalable processes, manage vendors and benefits programs, develop hiring pipelines, implement AI tools, and support senior leadership initiatives.

Provides strategic and hands-on HR support for a remote, multi-state workforce. Advises leadership and employees on personnel matters, accommodations, FMLA, employment compliance, and team development. Researches state-specific requirements, identifies issues requiring legal counsel, supports training programs, and serves as a confidential HR contact. This is a flexible fractional engagement of up to 10 hours per month.

Supports HR operations for employees across multiple states, with a primary focus on California. Responsibilities include employee relations, onboarding, training, performance management, investigations, policy implementation, HRIS reporting, handbook maintenance, and compliance with employment and benefits laws.

Supports the full employee lifecycle, including employee relations, recruitment, onboarding, benefits, performance management, compliance, training, engagement, HR operations, reporting, and organizational development. Partners with employees and managers across multiple locations, maintains confidential records, administers HR systems and programs, supports investigations and corrective actions, coordinates benefits and leave processes, and ensures compliance with employment laws and company policies.

Provides HR administrative and recruiting support, including resume and application screening, pre-screening interviews, applicant tracking, job postings, offer letters, drug-screen and background-review processing, hiring paperwork, immigration compliance, E-Verify, data entry, and candidate communications. Maintains confidential information, supports hiring managers, conducts compliance audits, and applies employment policies and regulations.

Provides routine administrative and clerical support to Human Resources, including responding to inquiries, processing employee documentation, data entry, document imaging, file maintenance, and confidential information handling. Uses multiple computer systems and HR software while ensuring accurate, timely work and compliance with company policies and applicable regulations.