Top Senior HR Jobs in Provo, UT

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 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.

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.

Partners with leaders and managers on employee relations, performance management, organizational development, employee lifecycle processes, benefits, leave administration, recruiting support, and HR compliance. Maintains HR systems and employee records, analyzes workforce feedback and data, supports organizational change, and improves HR processes and employee experiences. Coaches managers, advises employees, and collaborates across the People Team to execute HR programs effectively.

Strategic regional HR partner responsible for workforce planning, organizational design, talent strategy, people metrics, change management, M&A integration, escalated employee relations, compliance, succession planning, and leadership hiring. Advises regional and senior leaders in a matrixed environment, supports compensation and development programs, and maintains regular branch presence. Requires multi-site or multi-state HR experience and 25–35% travel.

Serve as US HR SME managing compliance, HRIS (HiBob), PEO liaison (ADP TotalSource), onboarding/offboarding, payroll and benefits (including 401(k)), employee relations and ER cases (PIPs), policy updates, audits, and US-specific HR projects while partnering with global HR and payroll teams.

Manages human resources programs and partners with museum leaders on employee and labor relations, union matters, performance management, learning and development, compensation, organizational design, recruiting, and compliance. Administers ADP and Culture Amp, leads performance reviews, analyzes HR metrics, supports resource planning, and drives inclusive culture and organizational change.

Leads the strategy, implementation, configuration, governance, maintenance, and support of Campbell’s Workday-based HR technology portfolio. Partners with HR leadership to translate business needs into technology solutions, manages Workday modules and integrations, oversees vendors and internal teams, directs projects, and ensures compliance, security, system stability, adoption, and service delivery.

Serves as a strategic HR business partner for distribution centers, EHS, and operations support teams. Leads organizational effectiveness, talent management, workforce planning, employee relations, performance management, compensation planning, compliance, leadership development, investigations, and organizational change. Advises leaders, resolves complex employee matters, implements HR policies and programs, and supports organizational capability. The role is remote with travel under 25% and requires at least five years of progressive HR experience, including three years managing direct reports.

Serves as a strategic HR partner to a business unit president and senior leadership team. Leads people strategy, organizational design, workforce and talent planning, succession, change management, employee relations, leadership coaching, compensation decisions, and engagement initiatives. Uses people data to guide workforce decisions and collaborates with HR centers of expertise to deliver integrated solutions. Supports managers and employees through complex organizational and employee relations matters.

The Director will lead HR technology strategy, HRIS modernization, compensation strategy and analysis, pay equity, benchmarking, and total rewards frameworks. The role manages a Compensation Analyst, builds scalable People shared services, automates workflows, oversees HR technology and benefits vendors, and partners with the Chief People Officer on executive-level compensation recommendations and workforce AI enablement.

Partner with leaders across clinical, technology, and corporate functions to deliver strategic HR solutions. Responsibilities include employee relations, organizational design, change management, leadership development, performance management, workforce planning, engagement initiatives, compliance, and people analytics. The role supports a remote, multi-state organization with a focus on healthcare and clinical teams.

Support global payroll technology across Workday and outsourced payroll platforms such as CloudPay. Responsibilities include payroll configuration, integrations, production issue resolution, reconciliations, compliance controls, testing, release management, documentation, and stakeholder coordination across regions. The role translates payroll business needs into system requirements and ensures accurate, timely, and secure payroll processing.

Serves as a strategic and hands-on HR partner to Operations, Development, and Global Program leaders. Leads workforce planning, organizational design, talent reviews, succession planning, employee relations, leadership development, engagement, compensation, performance management, and organizational effectiveness. Advises leaders on talent and workforce risks, supports compliance with employment laws, SOX, and FDA requirements, and helps align HR programs with business growth and biotech industry practices.

Leads global HR operations, shared services, HRIS optimization, data governance, employee lifecycle processes, compliance, payroll coordination, and process transformation across multiple countries. Manages HR support channels, audits, reporting, system integrations, and M&A readiness while developing shared services staff and partnering with HR, Finance, IT, Legal, and business leaders.

Manages HRIS operations, implementations, upgrades, integrations, data integrity, security, reporting, and user access. Oversees testing, data conversions, technical issue resolution, payroll validation, and process automation. Provides advanced HR data analysis and serves as the liaison between HRIS and departments including payroll, benefits, recruiting, compensation, legal, and risk management. Leads departmental HRIS initiatives and supports system efficiency improvements.

Supports HR operations for employees across multiple states, with a primary focus on California. Responsibilities include employee relations, onboarding, training, performance management, investigations, policy implementation, HRIS reporting, handbook maintenance, and compliance with employment and benefits laws.

Directs the organization’s human resources function, including workforce strategy, recruiting, employee relations, compliance, performance management, compensation and benefits, HRIS administration, onboarding, engagement, training, and inclusion initiatives. Advises executives and managers, leads the HR team, manages the department budget, oversees 401(k) and ESOP plans, mitigates employment-law risk, and supports acquisition-related employee integration.

Manage global HRIS operations and roadmap, configure and improve HR systems and processes, lead complex implementations and integrations, resolve high-complexity issues, support enterprise HR programs, maintain documentation and reporting standards, and mentor HRIS analysts. The role partners with HR, IT, vendors, and business stakeholders to improve data accuracy, security, automation, and employee experience.

Supports daily People team operations across recruiting, onboarding, payroll assistance, benefits administration, employee relations, compliance, HRIS records, training, and employee support. Recruits frontline employees, coordinates background checks and documentation, reviews timekeeping, assists with payroll and open enrollment, maintains policies and compliance reports, and partners with managers on staffing, retention, performance, and engagement initiatives.

Provide end-to-end federal recruitment and staffing support including job analyses, writing and posting vacancy announcements, assessing applications, issuing certificates, coordinating offers and pre-appointment requirements, ensuring compliance with OPM/HHS/FDA policies, responding to applicants and stakeholders, and maintaining case files and records.

Manage end-to-end payroll operations and administer core HRIS/HCM and performance platforms. Maintain integrations, ensure multi-state payroll compliance, deliver reporting and dashboards, lead system configurations and optimizations, and serve as client-facing escalation and advisor for HR technology.

The HR Officer supports onboard leadership in strengthening culture through HR policies, manages employee relations, ensures compliance, and partners with management to meet business needs.

Leads corporate HR functions for a distributed federal contractor workforce, including recruiting, employee relations, compliance, benefits, compensation, HRIS administration, onboarding, labor charging, and workforce documentation. Oversees Service Contract Act compliance, federal labor audits, wage determinations, leave programs, benefits regulations, and contract transitions. Supports proposal development, recruiting strategy, and contract performance while advising employees and leadership on policies, grievances, and personnel matters.

Own global people operations and employee experience, including HRIS data management, onboarding, performance reviews, payroll, benefits, compliance, reporting, employment documentation, and EOR coordination. Partner with Finance, Legal, IT, Recruiting, Operations, and vendors to build scalable processes. Drive continuous improvement through analytics, AI, and automation while ensuring accurate employee data and effective employee support.