Top HR Jobs in Palm Bay, FL

Provide federal recruitment and staffing support within a shared services model: conduct job analyses, write and post vacancy announcements in USA Staffing, review applications for eligibility and qualifications, prepare certificates of eligibility, coordinate offer and onboarding steps, ensure compliance with OPM/HHS/FDA policies, and respond to applicant and stakeholder inquiries.

Provide end-to-end federal recruitment and staffing support including job analyses, writing and posting vacancy announcements, assessing applications, issuing certificates, coordinating offers and pre-appointment requirements, ensuring compliance with OPM/HHS/FDA policies, responding to applicants and stakeholders, and maintaining case files and records.

Supports multi-state leave and accommodation programs, maintains the LOA system, manages HR and Leaves inboxes, responds to employee inquiries, and coordinates communications. Provides administrative support to the VP of HR, prepares reports and presentations, assists with team events and training, and handles confidential HR matters while managing multiple priorities remotely.

Manage end-to-end payroll operations and administer core HRIS/HCM and performance platforms. Maintain integrations, ensure multi-state payroll compliance, deliver reporting and dashboards, lead system configurations and optimizations, and serve as client-facing escalation and advisor for HR technology.

Provides HR operations support across employee lifecycle transactions, HRIS data audits, recordkeeping, compliance, onboarding, offboarding, benefits, leave, payroll backup, employee inquiries, reporting, process documentation, and cross-functional HR initiatives. Maintains accurate employee data and confidential records while coordinating with HRIS, Payroll, Benefits, Total Rewards, Talent Acquisition, and Compliance teams. Requires strong communication, attention to detail, HR knowledge, and proficiency in Excel.

Oversee day-to-day HR operations, employee relations, onboarding, offboarding, compliance, leave administration, benefits support, HRIS data, reporting, and employee helpdesk requests. Advise managers and employees on policies and performance, maintain accurate Rippling records, audit compliance data, and partner with Accounting, Talent Acquisition, and leadership. The role requires independent judgment, strong problem-solving, and the ability to balance strategic HR initiatives with hands-on administrative responsibilities.

The HR Officer supports onboard leadership in strengthening culture through HR policies, manages employee relations, ensures compliance, and partners with management to meet business needs.

Leads corporate HR functions for a distributed federal contractor workforce, including recruiting, employee relations, compliance, benefits, compensation, HRIS administration, onboarding, labor charging, and workforce documentation. Oversees Service Contract Act compliance, federal labor audits, wage determinations, leave programs, benefits regulations, and contract transitions. Supports proposal development, recruiting strategy, and contract performance while advising employees and leadership on policies, grievances, and personnel matters.

Provides day-to-day HR support, including employee inquiries, onboarding, offboarding, employee relations, HR transactions, reporting, and policy interpretation. Maintains accurate HR records, supports service-center workflows, unemployment claims, labor relations, and workforce data analysis. Partners with stakeholders and HR teams on initiatives, training, process improvement, and compliance while safeguarding confidential information and managing competing priorities.

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.

Owns performance management, total rewards, compensation and benefits, HR compliance, manager enablement, people-process tooling, and team development. The role leads annual and mid-year performance cycles, calibration, pay benchmarking, benefits renewals, multi-state compliance, manager resources, and automation. This player-coach position manages an HR Business Partner and a Total Rewards and People Analytics lead while improving process durability, adoption, efficiency, and organizational scalability.

Administer Workday Learning as the business-side owner of learning catalogs, campaigns, enrollments, completions, reporting, compliance evidence, security, and related business processes. Execute annual training programs, automate manual administration, manage eligibility rules and content, support SOX and audit readiness, and escalate complex configuration or integration issues to HR technology teams.

Participate in a paid, remote interview about your SMB’s payroll and HR software stack. Discuss administrative workflows, employee data and compensation management, software features, integrations, usability, competitor platforms, and challenges faced by SMB HR teams. Participants should be active HR, payroll, operations, or business professionals with direct experience evaluating, implementing, or administering HR and payroll systems.

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.

Human Resources Specialist role sponsored through an H-1B Labor Condition Application. The position is based in San Francisco, California, and Charlestown, Massachusetts, with employment scheduled from October 19, 2026, through October 18, 2029. The posting does not provide specific responsibilities or qualifications.

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.

Owns day-to-day People Operations for a global workforce across the US, Canada, and India. Responsibilities include HRIS management, payroll and benefits administration, onboarding and offboarding, compliance, recruiting workflows, employee relations, leave administration, performance review cycles, and HR reporting. The role also supports managers with coaching and progressive discipline, maintains policies and personnel records, and requires up to 15% travel.

Supports HR administration throughout the employee lifecycle, including onboarding, personnel records, I-9 documentation, background checks, employee communications, payroll and timekeeping questions, benefits enrollment, compliance tracking, and employee relations documentation. Provides bilingual English and Spanish support, coordinates transitions from hiring through project deployment, maintains confidential HR databases, and collaborates with recruiting and operations teams supporting a large workforce.

Supports Workday and HRIS administration, employee lifecycle transactions, HR reporting, dashboards, process documentation, and operational improvements. Administers global health, wellness, benefits, billing reconciliation, leave programs, and employee inquiries. Manages regulatory filings, HR policy updates, audit readiness, and compliance documentation while partnering across global teams.

Manage the performance management system, support managers with individual development plans, track and evaluate development activities, support succession planning, design and run engagement surveys and programs, assess training needs, coordinate training, and evaluate training effectiveness.

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.

The HR Director partners with business leaders on employee relations, organizational design, performance management, talent and succession planning, workforce planning, compensation, learning and development, and organizational change. The role leads people initiatives, coaches managers and employees, drives career development programs, uses AI tools to streamline HR processes, and supports strategic goals and special projects in a technology environment.