Top HR Jobs in Pittsburgh, PA

Serve as strategic HR partner to G&A senior leaders, leading org design and restructures, driving performance calibration, using data and AI tools to surface org health risks, and translating people strategy into measurable outcomes across global, high-growth teams.

Partners with Claude Corps leaders and managers on employee relations, performance, policies, and workforce needs. Owns high-volume, multistate fellow onboarding, including background checks, I-9, payroll, benefits, records, and employment documents. Manages onboarding support staff, oversees workload and quality, handles leave and accommodation coordination, maintains HR guidance, and improves processes through technology and automation.

Provides outsourced HR advisory and operational support to clients, including employment compliance, handbooks and policies, employee lifecycle processes, benefits administration, employee relations, and performance management. Manages smaller client engagements, coordinates deliverables, researches employment requirements, communicates HR guidance, and escalates complex issues. Contributes to internal HR tools, templates, and process improvements while maintaining current knowledge of employment trends.

Configure and support Workday Core HCM termination and offboarding processes, including business process routing, approvals, security, notifications, reporting, and integrations. Troubleshoot complex employee separation scenarios and downstream impacts on payroll, benefits, time tracking, security, and recruiting. Partner with HR, Payroll, Benefits, IT, and Security teams, perform testing, support production escalations, and assess Workday release functionality.

Configure and support Workday Core HCM, Personal Information, business processes, EIBs, employee documents, reporting, and calculated fields. Lead HR data migration, conversion, validation, reconciliation, mass updates, troubleshooting, testing, release assessments, and production support. Partner with HR, Payroll, Recruiting, Compensation, IT, and other stakeholders to deliver scalable Workday solutions and maintain data integrity.

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.

Provides administrative support across recruitment, onboarding, employee records, payroll and benefits documentation, attendance tracking, employee communications, training coordination, and separation processing. Maintains confidential personnel files and HR database information, schedules interviews and meetings, prepares correspondence and reports, responds to employee inquiries, and supports compliance with company policies and employment procedures.

Provides strategic HR leadership for Eaton’s Electrical Engineering Services and Systems division. Advises senior leaders on organizational design, workforce planning, talent strategy, leadership development, succession, performance, employee relations, change management, and culture. Leads the HR team, supports geographically dispersed and matrixed operations, uses workforce analytics for decision-making, and builds capabilities for engineering, technical, field service, and leadership talent.

Provides comprehensive HR support across employee relations, compliance, benefits, leave administration, recruitment, onboarding, I-9 and E-Verify processing, background checks, performance documentation, and policy administration. Partners with leadership and hiring managers, maintains personnel records, supports audits and HR programs, and assists other company divisions during high-volume periods. Requires travel up to 25% within the assigned area and United States.

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.

Supports HR leadership with core HR processes, including onboarding, orientation, exit interviews, leave administration, unemployment claims, return-to-work programs, OSHA reporting, payroll-related activities, and eTime maintenance. Provides policy guidance to associates and supervisors, assists recruitment and staffing efforts, supports inclusion initiatives, and administers employee engagement programs.

Leads strategic HR business partnering by translating business priorities into workforce plans, talent actions, and disciplined execution. Drives performance management, workforce planning, development, organizational effectiveness, HR product adoption, data quality, leader accountability, and employee experience. Coordinates HRBPs, HR Operations, Centers of Excellence, and business leaders while identifying execution gaps, improving process consistency, and supporting organizational change.

Partners with plant leaders and employees across the US and Canada on employee relations, labor law compliance, workforce planning, talent acquisition, training, performance management, compensation, HR reporting, and organizational development. Maintains HRIS and payroll data, leads investigations and disciplinary processes, supports onboarding, audits records, and delivers regional and organization-wide HR initiatives. Requires substantial travel to manufacturing facilities.

Leads the Employee Experience Center of Excellence, overseeing employee relations, engagement, performance management, workforce planning, HR processes, service standards, and team supervision. Partners with HR and business leaders to improve employee lifecycle programs, ensure policy and regulatory compliance, manage escalated employee matters, and use workforce data and feedback to enhance organizational effectiveness. Provides guidance on HR topics, supports compensation and performance processes, and collaborates with HRIS, payroll, benefits, talent acquisition, and learning teams.

Supports recruiting, onboarding, employee relations, compensation, benefits, training, performance management, engagement, compliance, investigations, HR reporting, and organizational change at an onsite manufacturing facility. Partners with managers and Talent Acquisition, coaches employees and leaders, supports HR projects, and helps maintain an inclusive, compliant, and engaged workplace.

Leads regional HR strategy across 600+ stores, advising senior leadership and managing HR Business Partners. Oversees talent planning, succession, organizational development, employee engagement, retention, change management, workforce analytics, employee relations, compliance, and organizational effectiveness. Partners with HR centers of excellence, Legal, and Employee Relations to address workforce risks and business needs. Remote role requiring up to 50% travel across the Great Lakes region.

Leads regional HR strategy across 600+ stores, advising senior leadership, managing HR Business Partners, and driving talent planning, succession, organizational effectiveness, engagement, retention, and change initiatives. Uses workforce analytics to address staffing, turnover, employee relations, compliance, and leadership capability. Partners with HR centers of excellence, Legal, and Employee Relations to deliver consistent people practices and resolve complex workforce matters.

Leads regional HR strategy across 600+ stores, advising executives, managing HR Business Partners, and integrating talent, employee relations, organizational development, compensation, and workforce planning. Owns succession, engagement, retention, organizational change, compliance, and leadership development initiatives. Uses workforce analytics to address staffing, turnover, labor spend, and performance issues while ensuring consistent HR practices across Georgia, Alabama, and Florida. Remote role requiring up to 50% travel for market visits and leadership engagement.

Leads regional HR strategy across 600+ stores, advising senior leadership on workforce planning, talent, organizational effectiveness, employee relations, compliance, engagement, and change. Directs a team of HR Business Partners, oversees succession and retention strategies, uses workforce analytics to guide decisions, and partners with HR centers of excellence, Legal, and Employee Relations. The remote role covers multiple Mid-Atlantic and Southeastern states and requires up to 50% travel for market visits and leadership engagement.

Supports employees and managers on hiring, relocation, benefits, compensation, performance, career development, employee relations, and HR policies. Serves as the first point of contact for HR concerns, coordinates training and recruitment activities, supports engagement initiatives, administers HR processes, ensures data privacy and legal compliance, and assists with employee and management development in an onsite manufacturing environment.

Leads strategic HR partnership for Commercial and Product organizations, including Sales, Marketing, and Product. Advises executives, leads and develops HR Business Partners, and drives workforce planning, organizational design, talent reviews, succession planning, leadership development, employee relations, rewards, performance, culture, and change initiatives. Connects people strategies to business growth and operating results while partnering with HR centers of excellence, Finance, Legal, and business leaders.

Leads HR strategy and day-to-day people operations for North American and EOR teams. Partners with executives on organizational planning, retention, compensation, benefits, compliance, employee relations, learning and development, and internal communications. Manages a two-person People team, owns Rippling and the People Ops budget, coordinates globally with Israel-based HR leadership, and ensures alignment across U.S. and Canadian policies and processes.

Provides fractional HR support to nonprofit and small-business clients, including payroll and benefits administration, onboarding, offboarding, HRIS and employee-record maintenance, policy support, compliance training, and employee communications. The role manages multiple client priorities, audits payroll and HR records, supports California employment-law compliance, improves HR processes, and contributes to project management and special initiatives in a remote, client-facing environment.

Manage end-to-end payroll through a PEO, administer HRIS data, support employees with payroll and HR inquiries, ensure multi-state compliance, generate reports, and optimize HR workflows. Lead the organization’s 2027 transition from its PEO to an independent payroll and HR technology stack, including system selection, implementation, tax setup, SOP development, controls, and employee training.

Strategic HR Business Partner supporting the Sales organization and senior commercial leaders. Responsibilities include organizational design, workforce planning, talent management, people analytics, change management, manager coaching, compensation planning, employee relations, and diversity initiatives. The role partners with Talent Acquisition, Legal, Compensation, and Sales Enablement to build high-performing, scalable revenue teams.