Top HR Jobs in Philadelphia, PA

Lead PwC's HR Managed Services payroll practice: build and maintain global client relationships, drive payroll transformation and compliance, analyze and optimize payroll processes, mentor and develop teams, and promote payroll technology adoption.

The Principal People Success Partner drives talent strategies for Sales and Marketing, partners with senior leaders, influences organizational health, and leads transformations using AI.

The Director, Head of Total Rewards will develop and execute global compensation, benefits, and equity strategies to attract and retain talent. This role involves overseeing total rewards programs, ensuring compliance, and advising senior leadership on compensation matters.

Fixed-term (maternity cover) Senior HR Business Partner to provide employee relations, manager coaching, performance management, and People program continuity. Partner with leaders, People Ops, Legal, Finance, and Recruiting; support immigration processes and external counsel; maintain compliance and people systems; enable change, talent planning, and manager effectiveness in a fast-paced, remote-first environment.

Partner with functional leaders to translate business strategy into people strategy. Own org design, performance management, compensation, talent development, engagement, and retention. Provide coaching on career pathing, change management, and sensitive employee issues. Use people data to generate insights and recommendations, build compliant HR policies, manage global employee relations, and collaborate with People Team COEs to deliver cohesive people programs at scale.

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.

Serve as strategic HR partner to a 2,000+ R&D organization, leading org design, performance calibration, people programs, engagement analysis, and coaching senior leaders to scale the org and improve talent outcomes.

The Director of Human Resources will lead the HR strategy at ReversingLabs, focusing on employee experience, compliance, and driving a people-first culture across the US, EMEA, and Canada.

The Senior HR Business Partner will drive organizational effectiveness and talent outcomes, using data-driven insights to shape people strategies and improve team performance in a global, fast-paced environment.

The Director of HR will oversee payroll, compliance, benefits, and wellness while advising executives on workforce risk, ensuring regulatory compliance, and managing vendor relationships.

Provide HR support for recruitment, onboarding, payroll, benefits, recordkeeping, compliance (EEO/affirmative action), investigations, events, and HR reporting; assist Director on projects and act as liaison across departments.

Partner with business leaders to implement HR strategies, advise on talent management, performance and employee relations, analyze HR metrics, modernize HR processes using technology/AI, lead change initiatives, and ensure employment law compliance.

The Director HR Technology & Talent Analytics leads the global ownership of Workday, enhancing HR data capabilities, managing change, and fostering relationships with executives to leverage workforce analytics.

The Director of HRBP serves as a strategic advisor connecting HR strategies with business priorities, driving growth, performance, and talent management while fostering a high-performance culture.

Provide administrative and compliance support across HR functions: maintain employee files, process status changes, assist recruitment and background checks, audit new-hire files, respond to policy inquiries, prepare HR forms, ensure state and federal compliance, and support HR team operations while maintaining confidentiality.

As a Senior HR Business Partner, you'll support leaders in managing performance, employee relations, and organizational priorities while contributing to core HR initiatives and building trust across teams.

Lead HR strategy and operations for a pharmaceutical packaging site: partner with leaders across functions, drive talent acquisition, performance management, employee engagement, HR policy/compliance, and use HR metrics to improve processes.

The Associate Director, HR provides strategic leadership, manages HR functions, supports business units, and develops HR programs while leading a team of HR professionals.

Manage HR functions including employee relations, recruitment, training, benefits administration, onboarding, performance management, policy compliance, and leadership development for corporate and shared service teams.

Lead strategic and day-to-day HR functions including recruiting, benefits administration, employee relations, compliance, HRIS/payroll oversight, training, and culture development. Act as a player-coach partnering with senior leadership to build retention, succession planning, and performance programs while optimizing HR processes and benefits.

The Global HR Business Partner role focuses on partnering with leadership to enhance HR strategies, manage associate relations, advise on labor issues, and oversee performance management within a significant country or cluster area.

Recruit, screen, onboard, and train caregiver staff; maintain HR compliance with employment laws; advise leadership, minimize litigation risk, and support HR operations.

Manage full HR lifecycle including personnel administration, payroll coordination, employee relations and investigations, onboarding and training, CT employment law compliance, reporting/KPIs, data and document management, and support HR initiatives and talent acquisition.

The HR Business Partner will align people strategy with business priorities, partner with leaders on talent management, organizational design, and workforce planning, while coaching and leveraging workforce data for informed decision-making.

Serve as a strategic HR advisor to senior leaders, lead workforce planning, organizational design, talent management, performance and compensation cycles, and drive data-informed HR solutions. Coach leaders, support change initiatives, unify HR services, manage small HRBP teams, and ensure compliance with risk, regulatory, and internal control standards.