Top Remote HR Jobs

Serves as a strategic HR advisor to business leaders, aligning workforce and talent strategies with organizational goals. Responsibilities include workforce planning, organizational design, change management, performance management, leadership development, employee relations, culture stewardship, talent acquisition, onboarding, compliance, and HR program improvement. The role also leads and develops employees, provides coaching and feedback, and supports inclusive, consistent people practices in a remote environment.

Provides administrative and transactional HR support, including maintaining employee records and HRIS data, coordinating onboarding and orientations, processing documentation and I-9s, supporting recruiting administration, assisting with payroll processes, answering routine employee questions, and supporting compliance and HR projects.

Supports employee lifecycle operations, including onboarding, offboarding, employee inquiries, HRIS transactions, compensation documentation, payroll coordination, benefits and leave administration, compliance reporting, training, and engagement initiatives. Maintains audit-ready records, resolves HRIS issues, creates employee-facing materials, and contributes to process improvements and enterprise-wide People Operations projects during a Workday transition.

Maintains employee and credentialing databases, administers leave programs including FMLA, supports compensation and I-9 compliance, prepares HR reports, participates in audits, and provides documentation for Joint Commission and regulatory reviews. Ensures adherence to HR policies, labor standards, confidentiality requirements, and credentialing guidelines while responding to employee and supervisor inquiries and supporting HR projects.

Provide hands-on HR consulting and client services as an extension of clients' HR departments. Support talent alignment, employee programs, recruiting, operations, marketing, and sales. Work remotely with occasional in-person team or client events; collaborate with a small team and partners, wear multiple hats, and deliver client-facing HR strategy and execution.

Support processing of Afghan P2 refugee referral applications: verify documents, ensure completeness, obtain CEO signature, upload referrals to the US P2 portal, track submissions in a spreadsheet, and liaise with RI Afghanistan HR on follow-ups.

The Human Resources Director will lead HR initiatives, drive employee development, manage compliance, and advise leadership across multiple locations for Nexstar's business strategy.

Lead HR strategy and operations: employee relations, conflict resolution, performance management, onboarding, pay equity audits, training, policy compliance, and HR reporting. Partner with executive leadership and board to align HR with organizational goals and maintain confidential personnel records.

Serve as HR business partner aligning people strategies with business goals across assigned units. Provide employee relations guidance, performance management, talent acquisition support, compliance oversight, training evaluation, policy administration, FMLA/leave coordination, and partner with HR COEs to drive HR initiatives and change management.

Serves as the strategic HR partner for NAMER Sales, Marketing, and Customer teams. Advises leaders on organizational design, team structure, performance, leadership effectiveness, talent strategy, and employee relations. Leads GTM people initiatives, coaches managers, supports hiring strategy and leveling, and partners with People functions to execute talent programs. Requires strong GTM knowledge, sound judgment, and the ability to operate strategically and operationally in an ambiguous, high-growth technology environment.

Partners with HR and operational leaders on practice integrations, organizational effectiveness, culture, change management, and enterprise HR initiatives. Develops HR processes, SOPs, training content, engagement surveys, integration materials, and policy resources. Coordinates cross-functional HR projects, analyzes employee feedback, supports organizational change, and provides recommendations to leadership. The role is remote with occasional travel and requires collaboration across HR, Compliance, Payroll/HRIS, Operations, and Talent Acquisition.

Supports day-to-day people operations, employee relations, leave and ADA accommodation administration, HR compliance, onboarding and offboarding, tracker management, reporting, and employee recordkeeping. Partners with employees, managers, payroll, benefits providers, and HR leadership while maintaining confidential documentation, monitoring deadlines, supporting investigations, and improving HR processes.

Leads human resources strategy for JBT Marel’s Diversified Food & Health North American business across multiple locations. Responsibilities include workforce planning, employee engagement, talent acquisition, organizational development, succession planning, compensation, performance management, training, employee relations, policy development, compliance, and M&A support. Acts as a strategic business partner to senior leaders, drives organizational change, and oversees HR programs for approximately 1,100 U.S. employees.

Lead organizational design and workforce planning initiatives and serve as a strategic HR business partner. Conduct org effectiveness assessments, build workforce models, run skills-gap and scenario analyses, develop org design tools, create current/future state deliverables, and manage project plans. Partner with analytics and People Team functions, influence stakeholders, support talent management and change efforts, and pilot solutions to improve organizational effectiveness and alignment.

Serve as strategic HR advisor to senior leaders in Finance, Legal, and Risk. Lead organizational design, talent management, succession planning, performance programs, executive onboarding, and leadership development. Use workforce analytics and partner with HR Centers of Excellence and Employee Relations to resolve complex people and organizational challenges.

Partner with business leaders to deliver HR strategy and programs including talent management, performance coaching, employee relations, workforce planning, and change management. Advise on policies, support recruitment and retention initiatives, and drive people-related projects to achieve business goals.

Manage daily administration of employee housing including agreements, occupancy records, inspections, move-ins/outs, maintenance coordination, inventory and supplies. Serve as main housing contact, support onboarding and arrivals, ensure compliance and safety, and collaborate with Resident Advisors on community wellbeing.

Senior HR Business Partner will embed with people managers to lead goal-setting and OKRs, build and deliver manager training, coach on employee relations and org design, audit goal quality, and automate People operations using existing tools and AI to improve manager capability and operational efficiency.

Partner with leaders across the Western Hemisphere to administer HR compliance programs, investigate employee issues via EthicsPoint, advise on policies and employment law, support audits and training, maintain confidential records, and produce compliance reporting and metrics.

Serve as a strategic HR business partner for Engineered Systems, advising leaders on workforce planning, employee relations, performance management, SCA compliance, talent development, HR metrics, and organizational effectiveness. Collaborate with HR Centers of Excellence and business leadership to design and implement HR solutions, coach managers, and foster a high-performing, compliant, and engaged workforce. Role is primarily remote within the continental US with occasional in-person meetings.

Provide part-time remote HR administrative support including onboarding, I-9s, background checks, HRIS recordkeeping, benefits assistance, payroll/timekeeping support, compliance tracking, and employee relations triage to ensure smooth HR operations.

Serves as a trusted advisor to leaders and employees on employee relations, performance management, workplace investigations, policy interpretation, compliance, and conflict resolution. Coaches managers, supports organizational effectiveness and leadership development, manages unemployment claims, and assists with OSHA and workplace safety initiatives. Maintains confidential records, mitigates employment-related risks, and analyzes workforce metrics while ensuring consistent application of employment laws and company policies.

Provide bilingual (German/English) HR support via phone and email: log and resolve HR inquiries using ticketing systems, advise on policies and benefits, protect confidential data, meet service quality metrics, and adapt to changing processes.

Manage integrations, error resolution, reporting, and vendor coordination for contingent labor systems (VNDLY, Workday, ServiceNow). Monitor file transfers, troubleshoot data issues, run ad-hoc reports, support vendor onboarding and transfers between contract labor and contract services, maintain documentation, and educate stakeholders on CL vs. CS processes.

Provide frontline HR support for California employees: answer inquiries, guide HRIS/self-service, manage onboarding and screenings, maintain employee files, perform compliance audits, draft HR communications, and support HR initiatives.