Top HR Jobs in Philadelphia, PA

Leads PwC’s HR Managed Services payroll team, overseeing global payroll operations, compliance, process improvements, and transformational change. Builds strategic client relationships, develops payroll policies and practices, mentors team members, promotes payroll technology adoption, and establishes industry-leading processes across global teams. The Director provides thought leadership, drives business growth, and maintains trusted relationships across diverse stakeholders.

Partners with business leaders to deliver HR and people solutions for frontline technicians and remote leaders. Leads talent planning, performance calibration, compensation, workforce planning, organizational design, employee engagement, change management, and retention strategies. Provides HR guidance, supports employee relations, ensures employment-law compliance, and uses talent data to improve organizational effectiveness and employee experience. The role is remote in the Eastern time zone with 5–10% travel.

Senior HR Business Partner supporting MongoDB’s Technical Services organization. Partners with senior leaders on workforce planning, organizational design, change management, performance, compensation, succession, engagement, employee relations, and talent development. Uses people and business insights to guide decisions, leads annual people cycles, and improves scalable HR processes. Requires strategic HRBP experience in high-growth technology environments and recurring travel to offices and leadership offsites.

Lead global HR business partnering for R&D, Engineering, Product, Security, and Research organizations. Advise senior technical executives, align talent strategy with business goals, architect AI-native organizational structures, evolve career frameworks, manage succession and retention, guide complex change, and coordinate People Team centers of excellence. Lead a global HRBP team while applying people analytics and executive coaching to improve organizational health, leadership effectiveness, and workforce outcomes.

Own the end-to-end People lifecycle for M&A: lead HR due diligence, partner with Corporate Development, build cross-functional integration playbooks, orchestrate Recruiting/Comp/Immigration/Payroll workstreams, and design day-1 onboarding and retention programs to integrate acquired technical teams under compressed timelines.

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.

Serve as the strategic HR partner for G&A leaders, leading organizational design, restructuring, performance calibration, leadership coaching, change communication, and people-program implementation. Use employee data, engagement insights, AI tools, and headcount models to guide decisions and identify organizational risks. Support globally distributed teams while handling sensitive personnel information with discretion and partnering with senior executives across Finance, Legal, Compliance, and People functions.

Oversee community-level human resources, including recruitment, onboarding, retention, team member relations, conflict resolution, engagement, workplace culture, talent strategy, and employment-law compliance. Partner with regional HR leadership and community management to implement HR programs and organizational policies.

Partners with US Commercial leadership to design and execute HR strategy, including organizational change, workforce planning, talent management, performance, culture, succession, reward, risk mitigation, and employee relations. Uses data, analytics, AI, and HR systems to identify opportunities and guide decisions. Coaches senior leaders, supports organizational effectiveness, manages complex initiatives, and influences stakeholders in a highly matrixed environment.

Provides comprehensive HR business partnering, coaching, counseling, compliance guidance, recruitment support, employee relations assistance, and HR program implementation across assigned business areas. Advises managers, supports organizational changes and initiatives, develops HR relationships, conducts reviews, analyzes reports, and mentors junior HR team members.

Leads the firm's HR technology function, overseeing Workday and other HR systems, analytics, integrations, reporting, configuration, testing, release management, and technology projects. Manages HRIS analysts and third-party consultants, prioritizes initiatives, coordinates stakeholders, improves data integrity and user experience, and supports adoption through communication, training, and process improvement. Partners with HR, Payroll, Talent, and IT leadership to align HR technology with business objectives.

Supports daily HR operations across multiple locations, including employee records, onboarding, screenings, orientation, HR systems, safety initiatives, engagement programs, training, employee relations, compliance, and basic conflict resolution. The role coordinates new-hire logistics, facilitates regional orientation, assists with investigations, and promotes employee retention and development.

Serves as a strategic HR partner for a large retail region, supporting recruiting, staffing, employee relations, performance management, succession planning, training, diversity, compliance, compensation, engagement, and change management. Advises regional leaders, investigates workplace concerns, analyzes HR metrics, develops action plans, and ensures consistent execution of HR policies and programs across hundreds of stores. Regularly visits retail locations and collaborates with recruiting, training, and organizational development teams.

Supports HR operations for assigned business units, including employee relations, investigations, performance management, training, compliance, benefits, recruiting assistance, timekeeping issues, employee engagement, and policy communication. Maintains training and HR records, researches HR best practices, supports employment-law compliance, and helps improve HR processes and the employee experience.

Leads URBN’s HR Business Partner function, managing and developing HRBPs while improving operating models, standards, talent planning, and cross-functional HR integration. Maintains direct partnership with executives, handles complex employee relations and organizational matters, and synthesizes workforce insights into enterprise strategy. Ensures consistent policy application, compliance, COE collaboration, and capability development across the HR organization.

Supports HRIS day-to-day operations by processing employment-change transactions, researching employee records, responding to employee data support requests, troubleshooting basic system functions, escalating complex inquiries, monitoring data accuracy through reports, and completing administrative tasks. This remote temporary role runs through June 2027, up to 40 hours weekly, and requires strong communication, time management, HRIS familiarity, and Microsoft Suite experience.

Manages the Center’s human resources operations, including recruiting, hiring, employee relations, training, evaluations, benefits, compliance, EEO programs, HR reporting, personnel records, and compensation surveys. Supervises HR staff, advises managers, investigates workplace concerns, supports organizational operations, and develops staff and community relationships while ensuring regulatory and company policy compliance.

Develop and maintain HR reports, dashboards, and Workday data extracts; ensure data governance and integrity; provide Workday system administration, security, testing, troubleshooting, integrations, and end-user training; support HR operations like open enrollment and compensation cycles; document processes and partner with stakeholders and vendors for improvements.

Serve as the primary HR partner for assigned client accounts, advising managers and employees on policies, employee relations, compliance, benefits, payroll, investigations, and risk management. Support onboarding and offboarding, maintain employee records, update policies, monitor regulatory changes, resolve benefits and payroll issues, and collaborate with internal teams to deliver client services. Provide proactive recommendations and help improve HR processes, workplace culture, and employee engagement.

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.

Supports hotel Human Resources operations, including employee customer service, recruiting and onboarding, diversity outreach, communications, employee initiatives, reporting, invoice processing, training, benefits administration, employee relations, compliance tracking, and confidential information management. The coordinator also assists with onboarding events, work experience programs, employee surveys, departmental development, and adherence to employment laws and HR policies.

Supports hotel Human Resources operations, including employee customer service, recruiting and onboarding, diversity outreach, communications, events, reporting, invoicing, training materials, employee initiatives, benefits administration, employee relations, and compliance tracking. Maintains confidential information, updates postings, assists with employee programs, and helps ensure compliance with employment laws and company policies.

Owns preboarding and onboarding from offer acceptance through new-hire integration. Coordinates performance reviews, employee surveys, special events, development initiatives, and other recurring HR programs. Partners with HR, IT, Payroll, managers, and business leaders to manage timelines, communications, completion tracking, records, and system processes. Uses workforce reporting, HR technology, analytics, and employee feedback to maintain data integrity, support decision-making, and improve HR program effectiveness.

Owns preboarding and onboarding from offer acceptance through new-hire integration. Coordinates performance reviews, employee surveys, special events, employee development initiatives, and other recurring HR programs. Maintains timelines, communications, records, HR system data, and tracking tools while partnering with HR, IT, Payroll, managers, and business leaders. Analyzes workforce and program data, monitors completion, gathers feedback, resolves process issues, and recommends improvements.

Administers and enhances Workday HCM and Learning, providing tier-one and tier-two support, maintaining security and data integrity, managing integrations, conducting audits, and supporting semiannual releases. Translates HR business needs into system solutions, leads testing, troubleshoots issues, monitors data quality, and partners with stakeholders and IT to improve processes and user experience.