Top HR Jobs in Oklahoma City, OK

Partners with Claude Corps leaders and managers on employee relations, performance, policies, and workforce needs. Owns high-volume, multistate fellow onboarding, including background checks, I-9, payroll, benefits, records, and employment documents. Manages onboarding support staff, oversees workload and quality, handles leave and accommodation coordination, maintains HR guidance, and improves processes through technology and automation.

Provides outsourced HR advisory and operational support to clients, including employment compliance, handbooks and policies, employee lifecycle processes, benefits administration, employee relations, and performance management. Manages smaller client engagements, coordinates deliverables, researches employment requirements, communicates HR guidance, and escalates complex issues. Contributes to internal HR tools, templates, and process improvements while maintaining current knowledge of employment trends.

Analyzes compensation data, evaluates pay programs, conducts market and salary surveys, maintains HRIS records and organizational structures, audits data integrity, and produces recurring and ad hoc workforce reports. The role develops reporting tools, automates manual processes, supports pay equity and workforce planning, and provides actionable HR insights to leadership. It requires independent judgment, knowledge of compensation practices and HR regulations, and advanced reporting and statistical analysis skills.

Supports daily HR administration and recruitment, including candidate communication, interview scheduling and phone screening, job postings, job fairs, onboarding, offboarding, personnel files, I-9 and payroll documentation, HRIS data maintenance, reporting, compliance, and employee relations. Coordinates with staffing firms, manages internship documentation, assists with orientation, maintains confidentiality, and supports HR projects.

Partners with agency leadership on workforce planning, employee relations, talent acquisition, engagement, compensation, and talent management. Provides HR policy and legal guidance, oversees full-cycle recruitment and onboarding, maintains HR data and reports, and advises leaders on performance management, career development, and disciplinary actions. The role is primarily office-based, with occasional travel to other locations.

Coordinates recruiting activities, including job postings, candidate screening, interviews, applicant tracking, recruiting metrics, and candidate communications. Enters employee transactions in Workday, reviews new-hire paperwork, supports orientation, and assists HR Business Partners with projects. The role is full-time and office-based, with occasional recruiting-event travel.

Leads HR support for approximately 950 employees across 20-plus global locations. Coordinates HR Business Partners, advises operations leadership, supports talent acquisition and development, organizational effectiveness, onboarding, change management, communications, succession planning, and leadership development. Uses data and analytics to inform decisions, partners with HR centers of excellence and business leaders, and provides guidance on employee relations and talent priorities.

Performs human resources and personnel administration, including employee transactions, job classification, payroll, benefits, recruitment, grievances, records maintenance, and interpretation of applicable laws and policies. Advises employees, supervisors, and agency staff on personnel matters, processes employment actions, maintains records, and may conduct job audits, salary surveys, selection activities, or recruiting programs. The position is full-time and on-site.

Supports recruiting and talent acquisition by posting jobs, monitoring candidate communications, reviewing video interviews, scheduling interviews, conducting reference checks, and creating recruiting materials. The intern also assists with employee events, career fairs, community engagement, department meetings, and administrative projects while gaining exposure to People & Culture functions.

Manages day-to-day Kampala office administration and coordinates local human resources processes, including recruitment, onboarding, employee records, contracts, leave, payroll inputs, performance management, learning activities, and employee relations support. Oversees office services, facilities, travel administration, meetings, compliance, records, and administrative procedures while ensuring alignment with organizational policies and Ugandan laws.

Executes global HR surveillance and compliance testing plans, ensuring timely completion of annual plans, quarterly refreshes, coverage maps, and testing schedules. Analyzes and presents results to senior HR leadership, maintains documentation, and partners with HR managers to resolve defects, issues, and incidents. The role also supports HR governance, cross-functional initiatives, and special projects while managing sensitive information and multiple priorities.

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.

Supports HR operations by coordinating recruitment and onboarding, maintaining employee records, responding to policy and benefits inquiries, coordinating training, assisting with benefits and payroll administration, preparing reports, and supporting HR initiatives and regulatory compliance.

Oversee HR strategy, recruitment, onboarding, employee relations, performance management, training, compliance, benefits administration, employee records, and HR support. The role partners with managers and leadership to resolve employee issues, maintain a positive workplace culture, and ensure compliance with employment laws. Requirements include HR knowledge, strong communication and leadership skills, confidentiality, Microsoft Office and HRIS proficiency, plus eligibility to obtain gaming and ABLE licenses.

The HR Data Analyst develops and maintains workforce dashboards, KPIs, reports, and automated analytics solutions. They analyze employee lifecycle, engagement, retention, talent, learning, rewards, and HR operations data to identify trends and provide recommendations. The role partners with HR and business leaders, presents insights, ensures data quality and compliance, and improves reporting processes through governance, validation, automation, and data modeling.

Manages full-cycle recruitment for clinical and non-clinical roles, partnering with hiring managers on staffing strategies, sourcing, screening, interviews, offers, and candidate relationships. Builds talent pools, maintains recruitment-source partnerships, supports employee relations, and contributes to HR projects while maintaining confidentiality and delivering strong applicant service.

Manages outsourced HR services for multiple clients, including HR administration, payroll and benefits coordination, employment compliance, workers’ compensation and unemployment matters, policy and handbook development, employee documentation, process improvement, and client support. The role requires managing confidential records, coordinating external providers, improving HR workflows, and delivering practical, compliant solutions across diverse organizations.

Supports HR compliance, process governance, audits, policy maintenance, SOP development, workflow improvement, data analysis, and cross-functional HR projects. Coordinates regulatory requirements, corrective action plans, process metrics, system changes, training, and HR-related mergers and acquisitions. Partners with HR Operations, Payroll, Benefits, Legal, HR Systems, and business leaders to improve controls, accuracy, scalability, and operational effectiveness.

Serves as a strategic HR advisor to senior leaders and managers across U.S., Canadian, and international client groups. Leads workforce planning, talent management, organizational effectiveness, change initiatives, employee relations, compliance, and HR process improvements. Uses ADP Lyric, Workday, people analytics, and HR metrics to support decisions and improve operational efficiency. Coaches leaders, manages complex employee issues, supports reorganizations and integrations, and partners with HR Centers of Excellence on scalable people solutions.

Build and manage IJM’s global alumni community, including engagement journeys, mentorship, events, communications, and relationships with former interns and fellows. Own alumni data migration and maintenance in Salesforce, develop dashboards and metrics, and report on engagement, fundraising, volunteering, and recruitment outcomes. Partner with talent, advancement, and program teams to leverage alumni for referrals, fundraising, advocacy, and mission priorities. The role is hybrid in Washington, DC or remote for non-local candidates.

Supports recruiting, onboarding, interview coordination, HR events, employee engagement, workforce planning, reporting, HR technology, and process improvement initiatives while maintaining confidential information and collaborating with HR professionals and business leaders.

Leads global human resources strategy for a SaaS organization, including workforce planning, talent acquisition, organizational design, culture, employee engagement, leadership development, HR operations, and international employment compliance. Advises executive leadership, manages global HR teams, develops scalable people programs, and drives organizational transformation, performance, and continuous improvement across multiple geographies.

Supports recruiting, candidate screening, interview coordination, onboarding, employee records, orientation, company events, uniform tracking, and HR documentation. Maintains confidentiality while learning HR practices, policies, and compliance requirements under HR staff guidance.

Leads the design and domain ownership of AI agents for enterprise HR operations, including payroll, time, benefits, and employee changes. Tailors solutions for customer policies and systems, supports implementations and escalations, and represents the company in executive workshops, demos, RFPs, and market engagements. The role requires deep HR operations expertise, HR technology implementation experience, compliance knowledge, process automation judgment, and the ability to translate complex HR processes into accurate agent behavior.

Manage broad HR responsibilities across the employee lifecycle, including employee relations, performance management, investigations, disciplinary actions, benefits administration, onboarding, offboarding, compliance, policy interpretation, HRIS data, and documentation. Partner with managers and cross-functional teams, provide confidential guidance, identify risks, and support employees across multiple locations. The role requires sound judgment, discretion, organization, adaptability, and potential for future HR leadership.