Top HR Jobs in Philadelphia, PA

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.

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

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.

Administer and optimize the HRMS as a Super Admin, configuring modules (payroll, time, benefits, comp), managing integrations, reporting, audits (SOX/ITGC), testing, troubleshooting, automations, and special projects to ensure data security and system performance.

The role involves end-to-end recruitment and talent management for semiconductor roles, designing onboarding and training strategies, and ensuring strong stakeholder communication.

Provide high-level administrative support to the CHRO and the HR team, managing calendars, travel, communications, onboarding/offboarding, HR Service Desk activities, HR calendar and events, recruiting support, and confidential record maintenance. Serve as a point of contact for stakeholders, assist on special projects, and back up HR and Talent Acquisition Coordinators.

Serve as primary HR business partner for assigned client groups, leading employee relations, HR strategy, organizational development, talent management, and change initiatives. Advise leaders, conduct complex investigations and workforce planning, implement HR policies/programs, and support performance, compensation, and learning efforts to drive business results and culture.

The HR Generalist processes payroll, manages employee benefits, handles compliance, conducts HR audits, and supports recruiting and onboarding efforts for multiple clients.

Serve as a strategic HR partner to business leaders, lead employee and labor relations (including unionized workforces), conduct investigations, support succession planning, workforce planning, and collaborate with HR Centers of Excellence to design HR programs. Use data analysis and financial modeling to inform decisions and improve employee engagement.

Manage accurate, timely payroll for 400+ employees; ensure payroll compliance and tax reporting; maintain HRIS and payroll data; produce HR metrics and reports; support onboarding, employee engagement, retention initiatives, and responsive HR service for staff and leaders.

Provide frontline HR support as part of a generalist team: resolve employee inquiries on benefits, leave, workers' compensation, pay, and policy; escalate complex issues; collaborate with HR and operations; monitor labor law changes and recommend process improvements.

Serve as senior HR business partner to the Hospitality President; lead regional HR directors; drive organizational design, workforce planning, succession, leadership development, employee relations, change management, integrations, compliance, and workforce analytics to support operational growth across North America.

Partner with business leaders to deliver HR solutions: manage employee relations, talent management (recruiting/onboarding/succession), implement engagement and DEI initiatives, advise on compensation/benefits, and use HR analytics to inform decisions and improvements.

Partner with Global Regulatory Affairs to lead HR strategy and change initiatives: organizational design, talent and succession planning, culture development, workforce planning, reward and retention, HR governance, and coaching senior leaders across a complex, matrixed global environment.

The HR Business Partner serves as a strategic advisor, aligning people strategies with business goals and providing HR support across the employee lifecycle, with a focus on performance management, talent development, and employee relations.

Serve as HR leader for Malvern site and global CSS Project Management, delivering strategic and operational HR partnership across talent strategy, organizational design, compliance, performance and succession, employee relations, and change management. Role includes ~20% global travel.

Lead HR risk, compliance, and policy programs partnering with Legal, HRIS, Payroll, and Finance. Build monitoring controls, run adverse impact and workforce analytics, manage OFCCP responses, develop SOPs, trainings, communications, and automated reporting tools. Drive policy governance, health & safety programs, and project manage cross-functional HR integrations and compliance initiatives.

Provide high-level administrative support to the HR department and CHRO, manage calendars, meetings, reports, and HR inquiry platform (askHR). Maintain tracking systems, prepare presentations and communications, coordinate HR operations and special projects, ensure confidentiality, and support HR reporting and program logistics in a fast-paced environment.

The HR Specialist supports HR initiatives in a manufacturing setting, focusing on recruitment, employee relations, policy guidance, benefits administration, compliance, reporting, and training support.

The HR Compliance Manager leads employment compliance at DLA Piper, ensuring adherence to laws and policies through audits, training, and risk assessments while collaborating with leadership and stakeholders.

Serve as HR Business Partner to Commercial leaders, delivering talent management, organizational effectiveness, employee relations, change management, workforce analytics, and integrated HR solutions. Coach leaders, drive adoption of HR programs, resolve employee relations issues, support engagement and retention, and use HR systems and data to inform decisions and improve HR effectiveness.

Support day-to-day HR operations, manage onboarding, enforce company policies, and assist employees with HR-related issues while fostering a positive work environment.

The Human Resources Assistant will assist in recruitment activities, including screening candidates, managing applicant communications, and clerical tasks to support hiring processes.