Top HR Jobs in Nashville, TN

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 multi-jurisdictional HR compliance, employment law research, regulatory reporting, audits, remediation, policy updates, and risk assessments. Leads contractor compliance and lifecycle management, including worker classification reviews, agreements, extensions, onboarding, and offboarding. Oversees compliance inquiries, ADA accommodation follow-up, background investigations, RFPs, and due diligence responses while partnering with Legal, HR, Finance, and business stakeholders.

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.

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.

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.

Provides expert colleague-relations consultation to HRBPs and leaders. Conducts workplace investigations, manages complaints and ethics concerns, advises on corrective actions, accommodations, leaves, employment law, and conflict resolution. Assesses legal and compliance risks, supports discrimination claims and litigation matters, interprets policies, documents cases, and recommends consistent employment practices across locations.

Partners with regional and business leaders to translate workforce needs and business priorities into talent, leadership, organizational, and capability strategies. Advises on workforce planning, organizational effectiveness, succession, talent reviews, performance, retention, engagement, change adoption, and colleague experience. Coaches leaders, facilitates talent discussions, interprets workforce data, and coordinates solutions across Talent Management functions. The role requires regular regional travel and occasional travel to Nashville and other locations.

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.

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.

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 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.

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.

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.

The HR Generalist manages payroll, benefits, performance management, employee relations, compliance, HRIS data, recruiting, onboarding, and employee support. Responsibilities include ensuring payroll and benefits accuracy, administering leave and performance processes, maintaining compliance with employment laws, coordinating recruitment, and serving as a knowledgeable point of contact for HR policies and practices. The role requires discretion, strong organization, communication, problem-solving, and the ability to work effectively in a hybrid, fast-paced environment.

The VP of HR will build and lead Ceresti’s people function, owning people strategy, organizational design, recruiting, compensation, benefits, performance, culture, employee relations, HR operations, and multi-state compliance. This executive will partner with the CEO and Board, develop scalable HR infrastructure for a remote workforce, manage HR technology and vendors, support healthcare compliance, and lead people initiatives related to growth, financing, M&A, and organizational change.

Own end-to-end learning and enablement programs, including manager development, onboarding, workshops, People Team playbooks, and learning architecture. Partner with People Business Partners to address talent gaps, operate the LMS and content library, apply AI to learning workflows, and measure program impact. The role requires strategic business partnership, instructional design, hands-on program delivery, stakeholder influence, and continuous improvement of workforce learning.

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.

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.

The HR Generalist manages payroll records and reviews, employee onboarding, benefits administration, personnel records, employment documents, employee HR inquiries, performance management support, and HR compliance activities. The role partners with Finance and benefit providers, supports managers and employees, and maintains accurate HR systems and processes in a fast-paced SaaS startup environment.

Serves as a strategic HR partner for dispersed employees, leaders, and clients. Responsibilities include employee relations, performance management, compliance, employee lifecycle administration, investigations, policy development, HR program implementation, and collaboration with payroll, benefits, and talent acquisition. The role requires multi-state employment law knowledge, government contracting experience, and the ability to support tribal or Native-owned organizations with culturally responsive HR solutions.

Directs day-to-day HR operations as the Chief People Officer’s primary operational partner. Leads HR staff and HRBP growth, oversees employee relations, ensures employment-law and policy compliance, manages the employee handbook and benefits integration, automates HR workflows, supports culture and engagement, and advises leaders on complex employee matters. Serves as deputy to the Chief People Officer and maintains consistent HR processes, accountability, and coverage across the organization.

Support HR operations and manage office administration. Lead onboarding and provisioning, maintain HRIS records, support compliance and HR reporting, manage travel/expense platform, coordinate meetings/events and front-desk duties, oversee supplies/vendors, and assist with employee relations and ad-hoc HR projects.