Top Senior HR Jobs in Omaha, NE

The Sr. HR Reporting Analyst will provide reporting support, develop Workday reports and dashboards, and manage stakeholder requests, ensuring solutions align with HR and business needs.

The HR Digital Strategy Manager provides strategic oversight for HR technology investments, ensuring alignment with business objectives and regulatory standards while advising on optimal technology use and assessing trends in HR technology.

The Senior HR Business Partner will shape people strategy for key teams, provide strategic counsel, drive talent programs, and enhance employee experience while using data-driven insights.

The HR Business Partner, Director will provide strategic partnership to executives, shape people strategies, oversee performance management, and enhance organizational design and effectiveness.

Serve as strategic HR advisor to Engineering and Product leadership, driving performance management, strategic hiring, career development, people analytics, and high-impact projects to scale the technical organization while coaching leaders and resolving complex org dynamics with empathy.

The HR Business Partner will support Engineering by managing performance, employee relations, and talent processes, ensuring fair and objective decisions aligned with business health.

The HR Operations Specialist will manage employee lifecycle, optimize HRIS, support employee relations, administer benefits, ensure compliance, and foster company culture in a fast-growing tech environment.

Assist higher education clients in enhancing HR operations as an HR leader. Responsibilities include oversight of projects, training, and aligning HR processes.

Provide HR advisory support across multiple countries, ensuring compliance with labor laws and managing employee lifecycle matters. Collaborate with cross-functional teams for effective HR guidance and maintain documentation.

The HR Business Partner will support Revenue and Marketing organizations by advising on organizational design, coaching managers, and addressing performance issues during rapid scaling.

Serve as an HR Business Partner supporting managers and employees across People operations: drive performance management, talent development, employee engagement, DEIB efforts, reporting, HR policy application, and lifecycle processes from onboarding to exit.

The Head of HR strategically leads all HR functions, fostering a positive workplace culture while managing talent acquisition, employee relations, and compliance.

Lead HR technology programs and digital transformation initiatives, coordinating with HR and IT to drive solutions and manage enterprise-scale implementations.

As an Engagement Partner, you will advise managers on talent processes, enhance organizational health, and drive employee engagement through performance management and collaboration with leadership.

The Senior HR Business Analyst ensures data accuracy in HR systems, supports reporting and analytics, and facilitates process improvements for better workforce planning.

Identify and engage senior HR leaders (CHRO/CPO/VP/SVP) for interim, fractional, or full-time roles. Candidates will drive enterprise people strategy, talent management, culture/DEIB, organizational design, change management, HR operations, and compliance while partnering with executive leadership and boards.

As a Senior HR Business Partner, you'll partner with leadership to shape people strategies, manage talent, drive organizational change, and provide HR program guidance to achieve business objectives.

The Lead HR Business Partner will shape the people strategy, advise leaders on organizational design, and manage talent programs while fostering employee experience and leadership capabilities.

The Senior HR Business Partner will drive employee engagement, manage HR functions, influence leaders on people strategies, and ensure organizational effectiveness at GoDaddy.

Oversee a team of HR Business Partners, manage complex employee relations, drive HR innovation, ensure compliance, and lead performance initiatives.

Lead HR Generalist responsible for global HR initiatives, regional talent development, performance management, and employee relations within the Americas, ensuring compliance and supporting high-performance teams.

The Senior HR Business Partner collaborates with leadership to align HR strategies with business needs, enhance employee engagement, and navigate organizational challenges while ensuring compliance with regulations.

The HR Consultant/Interim CHRO role involves leading HR transformation, implementing HR strategies, and advising on finance projects in higher education settings.

Lead the design and optimization of HR processes to enhance operational efficiency and employee experience using Lean methodologies and data analysis.

The Talent Partner (HRBP) advises senior leaders on talent strategies, workforce planning, and employee relations to enhance organizational effectiveness and performance.