Top Senior HR Jobs in Philadelphia, PA

Serves as the primary HR partner for Ivyland and Feasterville facilities. Responsibilities include hourly recruitment, onboarding, employee relations, policy administration, labor-law compliance, training coordination, benefits and payroll support, and workers’ compensation coordination. The role requires on-site work in Ivyland, Pennsylvania and collaboration with EHS to support workplace safety and positive employee experiences.

Serves as the HR partner for a multi-state region, coaching store leaders on talent development, succession planning, recruiting, employee relations, compliance, performance management, and workforce programs. Conducts investigations, supports HR processes, maintains HRIS data, provides employee support, and advises leadership on employment practices. The role is field-focused, requiring frequent travel to stores across the assigned region and conversational English and Spanish proficiency.

Owns leave and accommodation administration, I-9 and work authorization compliance, employment verification, employee documentation, training tracking, unemployment claim support, audits, and HR process improvements. The role manages high-volume, multi-state HR operations, uses HR systems and reporting to monitor compliance, and partners with HR, Payroll, Legal, and field leadership. It requires regular on-site work in Ventura, California, with occasional travel and employee communication in English and Spanish.

Supports HR functions for business and legal staff, including performance evaluations, compensation processes, employee relations, recruitment, onboarding, departures, leaves, HR metrics, training, records management, and transactional requests in Workday and UKG. Partners with HR business partners and Centers of Excellence, interprets policies, maintains employee records, assists with investigations and separations, and contributes to HR projects and organizational initiatives.

Serves as a strategic HR partner to leaders and employees, providing guidance on employee relations, investigations, performance management, organizational development, succession planning, workforce analytics, talent processes, and HR initiatives. Maintains confidential employee records and HR systems while ensuring compliance with policies and employment laws. The role is hybrid, with three remote days and two onsite days weekly in King of Prussia, Pennsylvania.

Serves as a strategic HR partner to business markets, advising leaders on workforce planning, organizational effectiveness, succession, talent, change management, employee relations, and performance. Uses workforce data and AI-enabled tools to identify risks and inform people decisions. Supports organizational design, restructuring, HR program adoption, and leadership coaching across a multi-state workforce. The hybrid role is based in King of Prussia, Pennsylvania, with monthly travel to company offices nationwide.

The HR Generalist will manage day-to-day HR operations, employee relations, benefits, leave, HRIS records, payroll support, compliance, recruiting, onboarding, training, performance management, and employee engagement. The role partners with executives, managers, supervisors, and factory employees to strengthen workplace culture, resolve concerns, improve retention, and support talent development and continuous process improvement.

Own end-to-end workplace investigations involving harassment, discrimination, retaliation, and policy violations. Advise leaders and HR partners on employee relations, accommodations, performance, and separations; maintain case documentation and tracking; identify organizational trends; support policy improvements and manager training; and provide impartial HR-for-HR oversight. Partner with Legal and external counsel on sensitive matters while using AI tools to assist investigation planning, evidence summaries, and reporting.

The Senior HR Generalist manages employee lifecycle activities, including onboarding, offboarding, employee relations, performance reviews, development plans, HR compliance, policy updates, records management, HR reporting, and employee engagement initiatives. The role advises employees and managers, supports a positive workplace culture, maintains confidential HR data, and improves HR processes across assigned departments.

Provides hands-on HR support across multiple clients, including payroll and benefits administration, employment compliance, workers’ compensation and unemployment matters, employee records, HR policies, handbooks, and job descriptions. The role also improves HR processes, coordinates vendors, supports client leadership, manages confidential information, and develops standardized workflows and documentation.

Provides comprehensive HR consultation across employee relations, performance management, job analysis, compensation, talent acquisition, onboarding, HR operations, and process improvement. Advises managers, researches employment requirements, manages complex employee matters, analyzes HR data, supports position evaluations, and contributes to policy and employment-practice development. The role also provides peer coaching and quality review while handling confidential information with sound judgment.

The HR Data Analyst develops and maintains workforce dashboards, KPIs, reports, and automated analytics solutions. They analyze employee lifecycle, engagement, retention, talent, learning, rewards, and HR operations data to identify trends and provide recommendations. The role partners with HR and business leaders, presents insights, ensures data quality and compliance, and improves reporting processes through governance, validation, automation, and data modeling.

Partners with business unit leaders to develop and execute workforce, talent, succession, and organizational strategies. Coaches managers, supports performance and employee relations, facilitates organizational change, analyzes HR metrics, communicates corporate initiatives, and ensures compliance with employment regulations. Advises senior leaders on complex people issues, mitigates legal risk, and builds trust across the organization.

Serves as a strategic HR advisor to senior leaders and managers across U.S., Canadian, and international client groups. Leads workforce planning, talent management, organizational effectiveness, change initiatives, employee relations, compliance, and HR process improvements. Uses ADP Lyric, Workday, people analytics, and HR metrics to support decisions and improve operational efficiency. Coaches leaders, manages complex employee issues, supports reorganizations and integrations, and partners with HR Centers of Excellence on scalable people solutions.

Build and manage IJM’s global alumni community, including engagement journeys, mentorship, events, communications, and relationships with former interns and fellows. Own alumni data migration and maintenance in Salesforce, develop dashboards and metrics, and report on engagement, fundraising, volunteering, and recruitment outcomes. Partner with talent, advancement, and program teams to leverage alumni for referrals, fundraising, advocacy, and mission priorities. The role is hybrid in Washington, DC or remote for non-local candidates.

Supports HR strategy and business partnering across corporate, commercial, R&D, and regulatory functions. Advises leaders, manages employee relations, organizational development, succession planning, talent management, performance management, leadership development, change initiatives, and HR risk mitigation. Partners across HR teams to implement policies, programs, and global initiatives while resolving complex employee issues and supporting a high-performance culture.

Manage broad HR responsibilities across the employee lifecycle, including employee relations, performance management, investigations, disciplinary actions, benefits administration, onboarding, offboarding, compliance, policy interpretation, HRIS data, and documentation. Partner with managers and cross-functional teams, provide confidential guidance, identify risks, and support employees across multiple locations. The role requires sound judgment, discretion, organization, adaptability, and potential for future HR leadership.

Supports and optimizes Workday and other HR technology platforms, develops reports, dashboards, metrics, and workforce analytics, and maintains HR data quality, governance, security, and reporting accuracy. Partners with HR, Finance, IT, and business stakeholders on requirements, system enhancements, releases, integrations, process improvements, and data insights. Provides functional troubleshooting, documentation, user guidance, compliance reporting, audits, and recommendations that improve workforce outcomes and HR effectiveness.

Leads global people operations and strategic HR programs for a rapidly scaling, distributed technology company. Builds AI-enabled HR tooling and automations, manages global employment compliance and EOR infrastructure, administers Rippling, develops leadership training, and oversees culture and engagement programs across 21 countries. Partners with leadership on compensation, performance cycles, workforce expansion, policies, and operational infrastructure.

Develops and delivers ad hoc, recurring, and dashboard-based HR reports using data from systems such as Oracle HCM, Power BI, and Excel. The role extracts, cleans, validates, and analyzes workforce data; translates stakeholder needs into reporting requirements; ensures data privacy and integrity; documents processes; and identifies opportunities for automation and process improvement. It also supports HR users and collaborates with business and leadership teams.

Develops HR reports and dashboards, fulfills urgent data requests, extracts and validates data from multiple systems, and translates stakeholder needs into reporting requirements. Ensures data integrity, privacy, and compliance while documenting processes and identifying automation opportunities. Collaborates with HR, Finance, leadership, and business teams, supports reporting-tool proficiency, and may provide technical guidance and training.

Provides strategic and day-to-day HR partnership for designated business units, including employee relations investigations, coaching, policy interpretation, workforce planning, and succession planning. Supports unionized workforces through grievance resolution, collective bargaining agreement administration, labor-management relations, and workplace investigations. Partners with legal counsel and leaders on labor matters, organizational changes, and compliance. The role is fully remote within the United States.

Leads the Supply Chain HR Business Partner team and advises supply chain executives on workforce planning, organizational design, labor strategy, retention, succession, performance management, and frontline employee relations. The role supports fulfillment-center operations, peak-season staffing, facility launches, automation changes, compensation programs, and operational improvements across a distributed network.

Provides strategic HR partnership to employees, managers, and leaders across assigned business units. Oversees employee lifecycle processes, employee relations, performance management, engagement, compensation, onboarding, offboarding, and talent initiatives. Coaches leaders, supports organizational development, advises on complex people matters, promotes employee experience and career progression, and ensures HR programs align with business goals and employment regulations.

Leads all human resources operations for a high-volume beverage manufacturing plant. Advises plant leadership on workforce planning, employee relations, compliance, engagement, talent development, recruiting, retention, performance management, HRIS processes, attendance, analytics, and succession planning. Manages the site HR team, oversees hiring and separations, develops training initiatives, ensures employment-law compliance, and drives process improvements and a high-performance, inclusive workplace culture.