Top Remote HR Jobs in Madison, WI

Serve as strategic HR advisor to Engineering and Product leadership, driving performance management, strategic hiring, career development, people analytics, and high-impact projects to scale the technical organization while coaching leaders and resolving complex org dynamics with empathy.

The Manager will lead Workday administration, enhance HCM functionality, collaborate with HR and IT, and manage a team of administrators.

Support HR operations by handling employee inquiries, managing personnel files, assisting HR initiatives and change-management projects, maintaining process documentation, and participating in team meetings to improve HR processes.

The HRBP will support managers and employees by driving HR initiatives, handling employee relations, and ensuring compliance with labor laws.

The HR People Partner will enhance Silverfort's people experience, fostering relationships across teams and collaborating with leaders on HR initiatives to drive success.

Manage HR policies and programs, advise managers and employees, oversee recruitment and training, handle investigations and grievances, analyze HR data, and ensure compliance with employment laws.

The HR Business Partner will support Engineering and Product teams by enhancing organizational design, coaching managers, improving team dynamics, and leading change initiatives during rapid growth.

Provide primary Workday support for Compensation and Time/Attendance, perform security maintenance, data loads, reporting and audits, assist with system releases and regression testing, document processes, and collaborate with HR stakeholders to resolve issues and build reports.

The HR Business Partner collaborates with leaders to enhance employee relations, performance management, and organizational effectiveness while aligning workforce strategies with business needs.

The Principal HR Business Partner leads and facilitates HR services delivery, provides strategic consulting to leadership teams, and develops workforce strategies and HR programs to support business objectives.

Serve as a strategic advisor to leadership, providing guidance on HR operations, employee relations, and talent management to drive business outcomes.

Serve as a senior HR business partner for US revenue teams, advising leadership on employee relations, US labor law, leaves, payroll/PEO governance, performance management, leadership development, and culture initiatives. Resolve complex ER issues, coach managers, ensure multi-state compliance, provide HR data for reporting, and collaborate with Talent Acquisition and Finance.

The Core HR Business Process Lead will oversee HR processes, ensure Oracle Cloud HR solutions optimization, and provide expert guidance while managing implementations and configurations.

Serve as primary HR consultant for multiple clients, advising on compliance (wage/hour, leaves, workers' comp, FMLA, ADA, COBRA, ERISA), conducting audits, managing employee relations and performance issues, delivering training, developing HR strategy and policies, managing billable work and client communications, identifying business development opportunities, and mentoring junior staff.

The Senior Program Manager, HR Compliance will design and implement compliance programs while managing stakeholder relationships and adapting policies to meet legal regulations and company needs. This role involves monitoring laws, conducting audits, and improving compliance initiatives across the organization.

Serve as the single-threaded, strategic HR advisor to the SVP of Global Operations, leading workforce planning, organizational design, talent strategies, analytics- and AI-driven insights, change management, and leadership development to optimize global operations performance and employee experience across regions.

Assist higher education clients in enhancing HR operations as an HR leader. Responsibilities include oversight of projects, training, and aligning HR processes.

As the HR Business Partner for Product and Engineering, you will support strategic talent strategy, coaching leaders and analyzing data trends to enhance team performance and operational effectiveness.

The HR Business Partner will support Revenue and Marketing organizations by advising on organizational design, coaching managers, and addressing performance issues during rapid scaling.

Support the Talent Development team by preparing and updating training materials, organizing LMS content, tracking training participation, creating promotional communications, maintaining training records, generating basic reports, and providing administrative support for HR development projects.

The intern will assist with employer branding, onboarding, recruitment metrics, and support special HR projects within the company.

Provide HR and colleague experience support for a large non-exempt business unit and broader HR operations. Duties include triaging HR inquiries, administering FMLA and leave processes, coordinating meetings, maintaining intranet and documentation, supporting recognition programs, and assisting project tasks to enhance colleague engagement and operational efficiency.

Support HR across Talent Acquisition, Compensation, and HRBP functions. Lead designated HR projects, coordinate recruitment and internship program activities, update job descriptions, engage with internal teams, improve processes, and learn internal HR systems.

The Head of HR strategically leads all HR functions, fostering a positive workplace culture while managing talent acquisition, employee relations, and compliance.

Serve as an HR Business Partner supporting managers and employees across People operations: drive performance management, talent development, employee engagement, DEIB efforts, reporting, HR policy application, and lifecycle processes from onboarding to exit.