Top Remote HR Jobs

Conscious Talent seeks experienced people leaders to shape HR strategies, build inclusive cultures, and support organizational growth, integrating personal development values in their work.

Provide HR guidance in organizational development, performance management, recruitment, and workforce planning while ensuring HR best practices.

The HRBP will handle technical recruiting alongside HR generalist duties, focusing on sourcing talent, managing hiring processes, and supporting employee relations and compliance initiatives.

Support global People operations including onboarding/offboarding, benefits administration, HRIS data integrity, compliance (I-9/E-Verify), interview coordination, HR documentation, and process improvements to deliver seamless employee experiences.

Remote HR Strategy Consultant supporting multiple clients: develop handbooks and policies, conduct benefits audits, build org charts and workforce plans, track HR KPIs, manage onboarding/offboarding and leaves, advise on discipline/performance, ensure multi-state compliance, and optimize HR technology.

Entry-level HR Generalist providing full-cycle HR support for locations in the US, Canada, and Puerto Rico. Duties include talent acquisition, employee relations and investigations, HRIS recordkeeping, performance management, benefits and payroll administration, wage and labor compliance, workers' compensation and safety, reporting, and HR projects. Acts as primary HR contact and advises managers on HR matters.

Own and manage the HR technology ecosystem with Workday as the core HCM. Lead HR IT team, prioritize and deliver HR technology projects and integrations (including SAP and third-party vendors), maintain governance, data standards, security, and performance. Partner with HR, Finance, IT, and vendors on roadmap, system upgrades, documentation, training, and support to improve processes and employee experience. Manage vendors, consultants, and staff; oversee technical issue resolution and systems analyst training. Travel to campus 10-25% and local commuting proximity preferred.

Support HR operations and compliance across the organization, including employee relations, policy review, AAP/EEO-1/VETS-4212 reporting, HRIS/ATS/Kronos maintenance, investigations, training, and process improvements. Work closely with leadership to ensure employment law compliance and confidentiality while executing HR projects and resolving workforce issues.

Provide administrative HR support for IT and broader HR operations: manage recruitment and onboarding tasks, process HR transactions, coordinate vendors and procurement, maintain personnel and immigration records, assist with interview scheduling, audits, and internship hiring initiatives.

Perform professional HR functions including employee relations, compliance and reporting (AAP, EEO-1, VETS-4212), policy review and implementation, HRIS and ATS maintenance, investigations, training support, and advising leadership while ensuring regulatory compliance.

Act as the primary HR Business Partner for Area Directors and General Managers, translating business priorities into people strategies. Lead talent lifecycle activities, coach leaders, manage complex employee relations and union matters, drive organizational effectiveness, enable change, and use workforce data to inform HR solutions and compliance.

Strategic individual contributor partnering with C-suite and senior leaders across G&A, GTM, and Clinical to shape org strategy, structure, talent, and leadership. Drive hiring, performance management, restructuring, and organizational effectiveness during rapid growth, coaching leaders to build high-performing teams and reduce friction while scaling.

Executive HR leader accountable for enterprise talent strategy, workforce planning, organizational design, leadership development, and change leadership. Advises senior executives, leads HR Business Partners, governs talent investments, and drives large-scale organizational transformation to align workforce capabilities with business strategy.

Lead HR Business Partnering for corporate and field operations: advise leaders on performance, employee relations, leaves/accommodations, workers' compensation oversight, HR compliance, and organizational effectiveness. Manage and mentor HR team members, deliver training, implement HR strategies, and drive culture and change initiatives to support business goals.

Contract fractional HR generalist to own HR operations: payroll and HRIS (Rippling), benefits administration, compliance, systems automation and documentation, onboarding/recruiting support, and vendor coordination. Expected ~15 hrs/week for an initial 6-month engagement, with deliverables and system audits in the first 90 days.

Maintain accurate employee data and provide day-to-day ADP Workforce Now support for 250+ locations. Manage employee lifecycle events, resolve HRIS inquiries, run audits and reports, monitor integrations, support implementations and testing, and partner with HR, Payroll, Talent Acquisition and operations on onboarding/offboarding and process improvements.

The Senior Human Resources Generalist provides operational support to HR services, partnering with management to enhance employee lifecycle processes and support clients' HR needs across various engagements.

The Human Resources Coordinator provides customer service and support within HR, maintains employee files, manages hiring processes, and facilitates new hire orientations.

The HR Manager operates primarily in employee relations, labor relations, compliance, and talent development in a retail environment, requiring travel.

Senior HR leader who partners with operations to translate business priorities into a 12–24 month people strategy. Leads HRBPs, coaches senior leaders, drives talent lifecycle, succession planning, org design, workforce modeling, and partners with COEs to solve complex people challenges. Manages HR budget and handles escalated labor/employee relations; frequent regional travel required.

The HR Manager supports recruitment, policy administration, employee relations, training, and performance management to foster a positive work environment and manage HR functions in a supply chain context.

Serve as a strategic HR advisor to U.S. leaders, driving organizational design, talent management, performance, and employee relations. Partner cross-functionally on hiring, workforce planning, succession, and change initiatives. Use workforce data and AI tools to inform recommendations, automate HR processes, improve operations, and foster an inclusive culture.

Manage day-to-day HR operations and benefits administration, ensuring compliance with federal and state regulations. Own onboarding/offboarding, maintain HRIS and documentation, generate reports and analyses, coordinate with vendors, lead HR projects (open enrollment, audits, process improvements), and support employee inquiries for a seamless employee experience.

Partner with Desert Pacific leadership to develop and execute HR strategies, talent management, employee relations, inclusion initiatives, and change management. Use Workday and HR analytics to measure program effectiveness, ensure compliance with federal, state (California) and local employment laws, lead investigations, and coordinate with HR Centers of Excellence on compensation, benefits, talent development, and recruiting.

Lead HR strategy and operations to align people practices with organizational goals. Supervise and develop HR team, oversee full-cycle recruiting, retention, benefits administration, performance management, employee relations, compliance, policy maintenance, and internal communications. Partner with finance and leaders to drive workforce planning and culture. Remote eligible with ~10% travel.