Top Remote HR Jobs in Dallas, TX

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.

Partners with global teams on organizational design, change management, workforce planning, talent development, M&A integration, plant network evaluation, and HR project execution. Uses organizational and workforce insights to support scalable structures, leadership programs, and enterprise-wide initiatives while minimizing disruption during organizational transitions.

Leads HR organizational enablement initiatives including M&A integration, organizational design, change management, workforce planning, plant network evaluation, talent development, and global HR projects. Partners with cross-functional teams and People Analytics to apply data-driven insights, improve organizational structures, support leadership programs, and enable scalable growth across global operations.

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 Generalist partners with U.S. employees and managers on employee relations, benefits, leave and accommodations, compliance, and HR operations. Responsibilities include administering health and welfare benefits, 401(k) plans, payroll deductions, open enrollment, compliance filings, policies, investigations, performance processes, and HR documentation. The role also researches employment requirements, resolves sensitive issues, improves processes, and collaborates with payroll, finance, legal counsel, vendors, and HR leadership.

Serves as a strategic HR partner for regional leaders and branches across a multi-state workforce. Responsibilities include leadership coaching, employee relations investigations, employment-law compliance, engagement and retention initiatives, workforce analytics, HR policy improvement, vendor management, and performance development. The role is remote within the Midwest and Central United States and requires at least 25% regional travel.

Administers HR programs covering employment, employee relations, training, benefits, leave, disability, workers’ compensation, and policy compliance. Partners with leadership on talent management, organizational development, succession planning, employee engagement, and retention. Advises employees and leaders on workplace issues and employment regulations, analyzes HR trends and metrics, develops solutions, prepares documentation, and supports a manufacturing workforce with technical recruiting needs.

Leads CNI’s enterprise HR function across employee experience, total rewards, HR operations, talent acquisition, workforce engagement, and learning. Partners with the Chief People Officer to execute people strategy, transformation, governance, compliance, workforce planning, and organizational change. Advises executives, leads HR directors, strengthens operational performance, uses workforce analytics, and ensures scalable, compliant HR practices across multiple companies, contracts, and geographically dispersed teams.

The HR Director partners with business leaders on employee relations, organizational design, performance management, talent and succession planning, workforce planning, compensation, learning and development, and organizational change. The role leads people initiatives, coaches managers and employees, drives career development programs, uses AI tools to streamline HR processes, and supports strategic goals and special projects in a technology environment.

Supports HR generalist services by advising managers on employee relations, performance management, coaching, retention, and separations. Assists with policy administration, job description maintenance, performance reviews, documentation, employee inquiries, deadline tracking, and escalation of complex matters. Requires strong interpersonal, communication, confidentiality, conflict-resolution, and organizational skills, plus knowledge of employment regulations, Microsoft Office, and HRIS applications.

The HR Data Analyst develops and maintains workforce dashboards, KPIs, reports, and automated analytics solutions. They analyze employee lifecycle, engagement, retention, talent, learning, rewards, and HR operations data to identify trends and provide recommendations. The role partners with HR and business leaders, presents insights, ensures data quality and compliance, and improves reporting processes through governance, validation, automation, and data modeling.

Supports HR compliance, process governance, audits, policy maintenance, SOP development, workflow improvement, data analysis, and cross-functional HR projects. Coordinates regulatory requirements, corrective action plans, process metrics, system changes, training, and HR-related mergers and acquisitions. Partners with HR Operations, Payroll, Benefits, Legal, HR Systems, and business leaders to improve controls, accuracy, scalability, and operational effectiveness.

Supports multi-state HR operations, employee relations, onboarding, policy guidance, HRIS and payroll data, benefits, and U.S. leave administration. Manages FMLA, ADA accommodations, and third-party leave administrators while partnering with Payroll, HRIS, Legal, employees, and managers. Prepares HR reports and maintains personnel records. Also develops internal communications, newsletters, and employee engagement materials for distributed U.S. offices.

Serves as a strategic HR advisor to senior leaders and managers across U.S., Canadian, and international client groups. Leads workforce planning, talent management, organizational effectiveness, change initiatives, employee relations, compliance, and HR process improvements. Uses ADP Lyric, Workday, people analytics, and HR metrics to support decisions and improve operational efficiency. Coaches leaders, manages complex employee issues, supports reorganizations and integrations, and partners with HR Centers of Excellence on scalable people solutions.

Build and manage IJM’s global alumni community, including engagement journeys, mentorship, events, communications, and relationships with former interns and fellows. Own alumni data migration and maintenance in Salesforce, develop dashboards and metrics, and report on engagement, fundraising, volunteering, and recruitment outcomes. Partner with talent, advancement, and program teams to leverage alumni for referrals, fundraising, advocacy, and mission priorities. The role is hybrid in Washington, DC or remote for non-local candidates.

Supports recruiting, onboarding, interview coordination, HR events, employee engagement, workforce planning, reporting, HR technology, and process improvement initiatives while maintaining confidential information and collaborating with HR professionals and business leaders.

Leads global human resources strategy for a SaaS organization, including workforce planning, talent acquisition, organizational design, culture, employee engagement, leadership development, HR operations, and international employment compliance. Advises executive leadership, manages global HR teams, develops scalable people programs, and drives organizational transformation, performance, and continuous improvement across multiple geographies.

Leads the design and domain ownership of AI agents for enterprise HR operations, including payroll, time, benefits, and employee changes. Tailors solutions for customer policies and systems, supports implementations and escalations, and represents the company in executive workshops, demos, RFPs, and market engagements. The role requires deep HR operations expertise, HR technology implementation experience, compliance knowledge, process automation judgment, and the ability to translate complex HR processes into accurate agent behavior.

Manage broad HR responsibilities across the employee lifecycle, including employee relations, performance management, investigations, disciplinary actions, benefits administration, onboarding, offboarding, compliance, policy interpretation, HRIS data, and documentation. Partner with managers and cross-functional teams, provide confidential guidance, identify risks, and support employees across multiple locations. The role requires sound judgment, discretion, organization, adaptability, and potential for future HR leadership.

Manages HR operations and shared services, leading HR operations specialists and generalists. Oversees onboarding, offboarding, employee relations, HR calendars, compliance, payroll coordination, HR data, and enterprise HR programs. Improves workflows, automates manual processes using AI and HR platforms, maintains documentation, supports global offices, and ensures service-level performance and a consistent team member experience.

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 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.