Top Senior HR Jobs in Philadelphia, PA

Provides outsourced HR consulting and support to clients across benefits administration, performance management, onboarding, offboarding, compliance, HRIS optimization, documentation, and general HR operations. Builds client relationships, addresses HR concerns, researches employment regulations, improves processes, and contributes to service-line growth and business development.

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 HR Business Partner advises subsidiary leaders on people strategy, employee relations, talent acquisition, performance management, workforce planning, organizational development, engagement, retention, training, and change management. The role conducts investigations, ensures policy and employment-law compliance, uses HR metrics to guide decisions, supports HR technology initiatives, and partners with leadership on talent programs. This hybrid position requires frequent travel among company locations.

Provides strategic HR partnership to the Immunology Medical Affairs organization. Responsibilities include workforce and talent planning, organizational design, culture and engagement, leadership coaching, succession planning, employee retention, change management, and collaboration across HR functions. The role supports business strategy and organizational effectiveness while advising leaders on talent needs and workforce capabilities.

Serves as a key HR partner supporting employee lifecycle processes, HR programs, employee relations, compliance, workforce reporting, and day-to-day operations. Maintains Workday or Dayforce data, assists with performance and compensation programs, supports investigations and performance management, and leads HR projects. Provides guidance to managers and employees, analyzes workforce metrics, ensures legal compliance, and improves HR services and employee experience.

Owns the HR technology roadmap, Dayforce HCM configuration, compensation systems, Cornerstone learning systems, integrations, security, reporting, and workforce analytics. Leads HR technology projects from requirements through adoption, governs HR data and processes, partners with HR, IT, Payroll, and Finance, and manages a team of technical analysts. The role also drives automation, self-service, data integrity, vendor accountability, and actionable workforce insights.

Own and optimize Workday Core HCM, Absence, and Time Tracking configuration. Troubleshoot production issues, manage data corrections and EIBs, support reporting and security, coordinate testing and releases, and partner with HR, Payroll, IT, stakeholders, and vendors on scalable HR technology solutions.

Supports HR operations across multiple locations, including employee relations, HRIS administration, payroll coordination, benefits, compliance, recruitment, onboarding, and performance management. Administers ADP Workforce Now and ADP Time and Attendance, maintains employee records, supports investigations and leave administration, advises managers and employees, and improves HR processes while ensuring confidentiality and regulatory compliance.

Partners with regional leaders on employee relations, talent management, compensation, benefits, performance management, organizational development, onboarding, training, HR compliance, and workforce strategy. Coordinates with HR specialists, advises managers and employees, leads investigations and salary reviews, supports labor relations, and implements HR process and change initiatives.

Serves as a strategic HR advisor to operations executives across a multi-site clinical environment. Leads workforce planning, organizational effectiveness, talent and succession programs, engagement and retention strategies, change management, employee relations, compliance, and leadership coaching. Uses workforce data to guide decisions, partners across HR functions, supports growth and acquisitions, and mentors HR colleagues. This is a remote role with periodic travel to clinics and leadership meetings.

Provides strategic and hands-on HR partnership to Engineering, Product, and R&D leaders. Responsibilities include manager coaching, performance management, employee relations, talent and compensation programs, engagement surveys, exit meetings, organizational effectiveness, risk identification, and policy application. The role supports globally distributed teams during a six-month transition period and requires strong judgment, confidentiality, communication, and operational execution.

Manages the full HR lifecycle, including employee relations, compliance, performance management, compensation, benefits, leave administration, recruiting, and workforce planning. Advises leaders and employees, oversees investigations and accommodations, analyzes HR metrics, supports organizational effectiveness, and develops talent acquisition strategies. Leads full-cycle recruitment, workforce planning, onboarding, employer branding, and recruiting initiatives while ensuring compliance with employment laws and fostering engagement, inclusion, and retention.

Leads HR business partnering for global business units, aligning people strategy with business goals. Advises executives, implements HR programs, manages cross-functional HR collaboration, supports organizational change, uses analytics for decision-making, and ensures employment-law compliance. The role requires strong business acumen, executive influence, global HR experience, confidentiality, and expertise in HR technologies.

Provides global HR administrative and coordination support across the employee lifecycle. Responsibilities include preparing employee documentation, supporting employee relations case intake, maintaining confidential records, coordinating employment and regulatory documentation, tracking follow-ups, assisting with audits, generating HR reports, resolving data discrepancies, and partnering with HR stakeholders across multiple countries.

Partners with senior leaders to align people strategies with business goals, coaches leaders, manages performance and employee relations, uses people data to guide decisions, and leads organizational design, workforce planning, talent, engagement, and global HR initiatives.

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.

Serves as a strategic HR partner to leaders and employees across employee relations, performance management, talent management, workforce planning, recruiting, engagement, and organizational effectiveness. Coordinates learning and development programs, administers Cornerstone LMS, analyzes HR and learning data, supports talent and compensation initiatives, and uses AI and automation to improve HR service delivery. The hybrid role is based in Philadelphia.

Strategic HR Business Partner leading full-cycle talent acquisition and recruiting operations for a technology organization. Responsibilities include sourcing technical and business talent, building pipelines, coaching hiring managers, administering Lever or other ATS platforms, analyzing recruiting metrics, supporting workforce planning, employee relations, performance management, compensation decisions, and responsible AI adoption.

Own end-to-end learning and enablement programs, including manager development, onboarding, workshops, People Team playbooks, and learning architecture. Partner with People Business Partners to address talent gaps, operate the LMS and content library, apply AI to learning workflows, and measure program impact. The role requires strategic business partnership, instructional design, hands-on program delivery, stakeholder influence, and continuous improvement of workforce learning.

Serves as a strategic HR partner for dispersed employees, leaders, and clients. Responsibilities include employee relations, performance management, compliance, employee lifecycle administration, investigations, policy development, HR program implementation, and collaboration with payroll, benefits, and talent acquisition. The role requires multi-state employment law knowledge, government contracting experience, and the ability to support tribal or Native-owned organizations with culturally responsive HR solutions.

Directs day-to-day HR operations as the Chief People Officer’s primary operational partner. Leads HR staff and HRBP growth, oversees employee relations, ensures employment-law and policy compliance, manages the employee handbook and benefits integration, automates HR workflows, supports culture and engagement, and advises leaders on complex employee matters. Serves as deputy to the Chief People Officer and maintains consistent HR processes, accountability, and coverage across the organization.

Serves as a strategic HR partner to business leaders, advising on employee relations, performance management, workforce planning, organizational effectiveness, policy application, and employee engagement. Leads investigations, coaches managers, analyzes HR trends, supports employee lifecycle activities, global mobility, talent planning, learning initiatives, and HR projects. Requires strong employment-law knowledge, communication, judgment, and relationship-building skills.

Leads workplace accommodation cases from intake through implementation and follow-up. Evaluates ADA-related requests, reviews medical documentation, coordinates leave matters, recommends accommodations, maintains confidential records, and advises employees, managers, HR, Legal, and business leaders. Develops procedures, training, tracking tools, reporting, and manager guidance while supporting employee relations cases and compliance audits.

Leads workplace accommodation cases from intake through implementation, documentation, follow-up, and closure. Evaluates requests under ADA and related laws, manages medical documentation, coordinates leave requests, recommends accommodations, and partners with HR, Legal, managers, Facilities, vendors, and Employee Relations. Develops procedures, training, templates, reporting, and manager guidance while maintaining confidentiality and ensuring consistent, compliant employee experiences.

Build and maintain a pipeline of senior HR executives for interim, fractional, and full-time engagements. Target leaders who develop enterprise HR and people strategies, oversee talent management, shape culture and employee experience, lead organizational design and transformation, ensure HR compliance, and partner with CEOs and boards. Candidates should have extensive HR leadership experience, executive presence, and the ability to drive human-centric, AI-enabled workforce strategies across industries.