Top Senior HR Jobs in Philadelphia, PA

Consulting role advising clients on HR transformation and workforce technology. Analyze HR processes, design service delivery models, guide HR tech implementations, lead change management, and build stakeholder relationships to align HR with business objectives.

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

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.

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 operations and administration across the employee lifecycle, managing onboarding, HRIS/Workday data, compliance, employment verifications, records retention, reporting, process improvement, audits, and HR service delivery while partnering with Talent Acquisition, Payroll, Benefits, and business leaders.

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.

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.

Serve as the single HR business partner for assigned client groups, providing coaching, employee relations, performance management, recruiting support, organizational development, change interventions, and first-line compensation/benefits support. Lead projects and organization-wide initiatives, partner with People Services and Total Rewards, and advise managers on talent, succession, and performance solutions.

Serve as strategic HR partner to Commercial leaders, translating talent strategy into scalable people solutions. Lead organizational design, workforce planning, talent management, employee relations, HR operations, and analytics to drive performance, retention, and leadership capability. Advise on change management, succession planning, and compliance, partnering with HR Centers of Excellence to implement integrated HR programs.

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.

Support NSWCPD HR by developing strategic human capital plans, forecasting workforce needs, conducting HR studies, producing data analytics and visual reports, and maintaining HRIS and automated personnel systems to guide leadership decisions and change initiatives.

Provide staffing and classification support for NSWCPD including recruitment, job analysis, position description development, factor and grade determinations, RPA data entry in DCPDS, organizational design recommendations, and compliance with federal HR laws (Title 5).

Provide workforce development HR support for NSWCPD by designing, delivering, and evaluating training; monitoring mandatory training; conducting needs assessments; supporting onboarding, mentoring, recruitment events, and data entry for personnel systems.

Support workforce transformation engagements by leading change management, program and process improvements across HR and payroll. Assess readiness, design communications, analyze workforce data, manage workstreams, coach team members, and support proposals to deliver scalable, sustainable organizational outcomes.

Provide onsite federal HR support across labor/employee relations, staffing and classification, workforce development, HRIS/analytics, and student recruitment. Duties include policy research, reports, data analysis, process improvement, recordkeeping, training coordination, system maintenance, and protecting sensitive personnel information in a Department of Defense environment.

Provide federal HR support for labor/employee relations, staffing/classification, training, HRIS, and student recruitment. Perform analyses, prepare reports and policies, maintain confidential records, support investigations, training logistics, system data entry and reporting, and coordinate HR program activities in a DoD environment.

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 a strategic HR partner to senior leaders, lead and coach an HR team, develop and implement HR strategies, advise on talent acquisition, performance and succession planning, drive employee engagement and inclusion, and analyze workforce metrics to inform decisions and continuous improvement.

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.

Strategic, hands-on HR Business Partner supporting a growing technology organization. Drive talent acquisition, workforce planning, employee relations, compensation strategy, and Excel-based reporting. Partner with leaders to build pipelines, coach hiring managers, manage ATS workflows, and leverage AI tools to improve HR operations and candidate/employee experience. Hybrid role based in Philadelphia.

Provide HR generalist support for headquarters and remote employees, focusing on employee relations, investigations, performance management, FMLA/ADA/workers' comp administration, HRIS recordkeeping, legal compliance, policy development, and manager consultation. Handle employee inquiries on benefits and 401(k), maintain records, and assist with trainings and documentation to ensure regulatory and corporate compliance.

Provide administrative and operational HR support including onboarding/offboarding, recruitment administration, HRIS records maintenance, reporting, training documentation, compliance assistance, and responding to routine employee inquiries while handling confidential information and managing multiple priorities in a fully remote environment.