Top Senior 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.

Administers HRIS platforms, employee data, system integrations, interfaces, reporting, and third-party vendor relationships. Maintains accurate employee records, audits files, supports payroll and compliance reporting, troubleshoots HR system issues, trains users, and develops routine and ad hoc reports. Handles sensitive employee information and responds to employee, auditor, and government agency requests.

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.

Own global people operations and employee experience, including HRIS data management, onboarding, performance reviews, payroll, benefits, compliance, reporting, employment documentation, and EOR coordination. Partner with Finance, Legal, IT, Recruiting, Operations, and vendors to build scalable processes. Drive continuous improvement through analytics, AI, and automation while ensuring accurate employee data and effective employee support.

Manage core HR functions across the employee lifecycle, including onboarding, employee relations, performance management, development plans, compliance, policies, records, HR reporting, and employee engagement. Advise employees and managers, support performance review processes, maintain confidential HR data, ensure employment-law compliance, and lead HR initiatives and process improvements.

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.

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.

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.

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.

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.

Leads Workday implementation, configuration, solution design, governance, integrations, reporting, data validation, testing, and post-go-live support. Partners with HR, IT, Finance, and business leaders to translate requirements into scalable solutions, establish HRIS governance and support models, ensure data integrity and compliance, and manage complex global initiatives. Drives automation, process optimization, documentation, stakeholder alignment, and sustainable HR technology operations.

Develop and implement country HR strategies, policies, and procedures while ensuring regulatory compliance. Automate HR workflows using AI, manage HR vendors, advise managers on employee relations and talent development, analyze HR metrics, improve HR practices, and collaborate with global HR teams. The role also supports recruitment and onboarding, promotes an inclusive employee experience, and requires strong HR technology, analytical, communication, and project management skills.

Leads global HR strategy for Supply Chain and Global Functions, advising executives on workforce planning, organizational effectiveness, talent, labor relations, employee relations, culture, and organizational transformation. Oversees leadership development, succession planning, performance improvement, HR governance, and compliance. Manages and develops a global HR team of approximately 25 professionals while driving enterprise-wide people initiatives and business transformation.

The HR Business Partner oversees HR functions for assigned CIRI companies and government contracts, including employee and labor relations, performance management, compliance, FMLA and ADA administration, training, HRIS coordination, metrics, recruitment support, onboarding, and transition planning. The role provides guidance to managers and employees, supervises HR transaction functions, implements HR strategies, and ensures compliance with employment laws and government contracting regulations.

Own and build Stryker Digital’s People Operations and HR function for a growing, distributed workforce. Responsibilities include multi-state compliance, onboarding and offboarding, employee relations, terminations, payroll administration in Rippling, benefits, compensation, performance management, policy development, and HR risk management. The role partners directly with executives, employees, payroll and benefits providers, and employment counsel while establishing scalable HR systems and infrastructure.

Manages broad HR generalist responsibilities, including employee and labor relations, policy interpretation, investigations, corrective actions, recruitment, onboarding, offboarding, workforce planning, learning and development, compliance, and employee engagement. Advises employees and managers, supports organizational effectiveness, analyzes recurring issues, recommends policy improvements, responds to regulatory complaints, and represents the organization at unemployment hearings.

The HR Business Partner advises business leaders and employees on employee relations, performance management, HR policies, workforce planning, organizational effectiveness, and compliance. The role investigates complex issues, analyzes workforce data, supports HR transactions, coaches managers, improves HR processes, and partners with HR and legal teams. This remote position supports U.S. and Canadian operations, requires standard East Coast hours, and includes travel to company sites and conferences.

Own the HR systems ecosystem, including configuration, workflows, integrations, automation, data integrity, reporting, compliance controls, and Jira intake. Lead system implementations, upgrades, redesigns, documentation, and training while partnering across People Operations, IT, Compliance, Security, Finance, Legal, and vendors. Apply AI and automation to reduce manual work and improve employee support.

Serve as a strategic HR partner to senior leaders, translating business objectives into people strategies. Lead talent management, succession planning, leadership development, organizational design, change management, and data-informed workforce initiatives. Collaborate globally with HR teams to implement scalable programs, improve organizational effectiveness, and support cross-cultural teams. The role requires strong business acumen, executive influence, communication, analytics, and experience in crypto, fintech, or regulated financial services.