Top Senior HR Jobs in Philadelphia, PA

Part-time HR leader responsible for multi-state employment compliance, updating policies and handbook, employee relations and investigations, advising leadership on HR matters, coordinating with ADP PEO for payroll/benefits, and supporting onboarding/offboarding and ad hoc HR projects for a distributed remote team.

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.

Lead strategy and governance for HR digital experiences and knowledge management. Design and optimize employee portals, knowledge articles, search, taxonomies, and self-service tools using data and user research. Translate complex policies into user-friendly content, collaborate with HR, IS, vendors, and technical teams, and maintain/configure content in ServiceNow and related platforms.

Serve as a strategic HR partner to senior leaders in West R&D, driving organizational design, workforce planning, talent management, succession planning, compensation guidance, change leadership, and complex employee relations to improve engagement, retention, and leadership capability.

Strategic HR Business Partner advising Engineering, Research, Product Strategy, and Technical Operations on organizational design, workforce planning, leadership coaching, performance management, compensation, employee experience, and HR operations. Build people programs, drive talent and succession planning, partner with recruiting and legal, leverage people data and AI tools, and serve as a Rippling administrator to scale processes across globally distributed technical teams.

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 an embedded strategic HR partner for market unit leaders, driving workforce planning, org design, compensation analysis, performance coaching, complex employee relations, HR technology adoption, and harmonization of job architecture across a remote, multi-jurisdictional workforce.

As an HR and Payroll Specialist, you will manage payroll and HR operations, ensuring compliance and efficiency across multiple countries, primarily the US and Canada. Responsibilities include processing payroll, overseeing HR administrative tasks, and managing benefits administration while maintaining legal compliance.

The HR Consultant/Interim CHRO role involves leading HR transformation, implementing HR strategies, and advising on finance projects in higher education settings.

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.

Serve as primary HR partner for corporate orgs: lead calibration, promotion, and merit cycles; coach managers and executives; advise on complex employee relations; drive strategic HR initiatives; design scalable HR processes; use AI tools to accelerate work; mentor HR teammates.

Own end-to-end HR compliance for a multistate distributed workforce: manage state registrations, employee records and I-9s, leave administration, policy and SOP development, audits and reporting (EEO-1, OSHA, ACA, WARN), workers' comp and OSHA recordkeeping, and DOT/FMCSA driver compliance support while building compliance frameworks and playbooks.

Partner with District Managers to develop and coach Director-level leaders, manage performance and complex employee relations, lead talent reviews and succession planning, provide data-driven HR insights, coordinate with HR Centers of Expertise on compensation, hiring, onboarding/offboarding, and change management to improve retention and organizational effectiveness.

Hands-on HR generalist supporting HR operations, benefits administration, compliance, pay equity auditing, onboarding/offboarding, employee relations, and process improvement. Provide surge recruiting support, maintain HR documentation, analyze HR metrics, and use AI tools to automate and streamline People workflows across the US and Canada.

Hands-on senior HR generalist supporting HR operations, benefits administration across US and Canada, compliance, pay equity auditing, policy drafting, performance management, HR metrics and process improvement, and surge recruiting support. Uses AI tools to streamline HR work.

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.

Serve as the primary HR partner for U.S. employees and managers, handling employee relations, benefits and 401(k) administration, leave and accommodation processes, compliance, vendor and payroll coordination, policy and SOP maintenance, HR data accuracy, and coaching of junior HR staff. Provide guidance on complex HR matters, improve processes, and partner on workforce planning and People Operations initiatives.

Serve as an individual-contributor HR Business Partner for the Americas, advising managers and employees on HR policies, HRIS administration, onboarding/exits, compensation, performance management, succession planning, employee engagement, org design, workforce planning, and regional HR projects (including M&A). Use AI tools to automate routine tasks and support broader corporate HR initiatives. Occasional travel (<10%) to regional meetings.

The HR Manager will lead the onboard HR team, provide expert advice on HR policies, manage employee relations, and ensure compliance with regulations while promoting a positive work culture.

Serve as HR Business Partner for multi-site service center operations, leading employee relations, investigations, safety culture (Zero Harm), workforce planning, engagement, compliance, and HR program execution. Coach leaders, support talent lifecycle, manage high-risk ER cases, and partner with legal and HR centers of excellence to drive consistent people practices across distributed frontline teams.

The HR Coordinator will manage HR processes, support onboarding and compliance, maintain employee records, and partner with leaders to ensure HR alignment globally.

Provide strategic, systems-level HR leadership to design and execute people strategy, strengthen HR operations, lead compensation, ensure legal compliance, build and develop HR staff, partner with senior leaders, drive change management, use people data for decisions, and support ministry fund development and travel as required.

The HR Business Partner will drive people performance, leadership development, and employee relations across corporate restaurants, partnering closely with operations leadership to enhance hiring, onboarding, engagement, and compliance practices.

Serve as the US HR business partner for manufacturing operations, delivering strategic and operational HR across workforce planning, recruitment, onboarding, employee relations, payroll and benefits, compliance, performance management, HRIS maintenance, and continuous improvement initiatives. Provide coaching to managers, support investigations and terminations, and coordinate HR metrics and projects.