Top Remote HR Jobs in Omaha, NE

Partner with functional leaders to translate business strategy into people strategy. Own org design, performance management, compensation, talent development, engagement, and retention. Provide coaching on career pathing, change management, and sensitive employee issues. Use people data to generate insights and recommendations, build compliant HR policies, manage global employee relations, and collaborate with People Team COEs to deliver cohesive people programs at scale.

Serve as strategic HR partner to a 2,000+ R&D organization, leading org design, performance calibration, people programs, engagement analysis, and coaching senior leaders to scale the org and improve talent outcomes.

Provide tactical HR support for Manheim Shared Services including employee relations, program implementation, talent and workforce initiatives, data analysis and reporting, and continuous improvement. Advise managers on policies, coordinate HR program logistics, conduct exit interviews, and partner with HRBPs and COEs to improve employee experience and organizational effectiveness. Up to 25% travel; US remote.

Provide tactical HR support to Mobile Technicians (West Region) including employee relations, program implementation, talent and workforce initiatives, data analysis and reporting, and process improvements. Advise managers on HR policies, coordinate programs and change initiatives, and partner with HRBPs and COEs to enhance employee experience and organizational effectiveness.

Provide tactical HR support to Mobile Technicians in the Southeast, advising managers on HR policies, employee relations, talent and workforce initiatives, program implementation, and data-driven reporting. Partner with HRBPs, COEs, and People Analytics to improve employee experience, execute change initiatives, and support continuous improvement across HR processes.

The Director HR Technology & Talent Analytics leads the global ownership of Workday, enhancing HR data capabilities, managing change, and fostering relationships with executives to leverage workforce analytics.

As a Senior HR Business Partner, you'll support leaders in managing performance, employee relations, and organizational priorities while contributing to core HR initiatives and building trust across teams.

The Director, Head of Total Rewards will develop and execute global compensation, benefits, and equity strategies to attract and retain talent. This role involves overseeing total rewards programs, ensuring compliance, and advising senior leadership on compensation matters.

Volunteer HR Generalist to support recruiting (sourcing, screening, interviewing, onboarding), maintain personnel records and new-hire documentation, coordinate office operations and policies, publish job ads, schedule interviews, prepare reports and presentations, and assist with initial fundraising campaign. Attend weekly meetings and commit to minimum 4+ hours weekly.

Lead and optimize HR shared services across the employee lifecycle, drive process improvements and system enhancements, manage escalations and PEO relationships, ensure compliance (benefits, LOA, federal/state laws), administer HR systems and reporting, mentor junior staff, and support immigration case coordination and annual open enrollment.

Support recruitment, campus outreach, and partnership development. Source, screen, and shortlist candidates; hire campus ambassadors and sales interns; coordinate onboarding, meetings, and payments; maintain partner relationships and track deliverables.

Serve as trusted HR advisor supporting leaders and employees on employee relations, performance management, organizational effectiveness, HRIS data and compliance, and HR program improvements across U.S. and international teams.

Provide administrative HR support including onboarding/offboarding, HRIS administration, employee records maintenance, data updates, report generation, policy implementation, unemployment claims processing, and support for audits and compliance.

Act as an embedded HR advisor partnering with leaders on performance, workforce planning, employee relations, talent initiatives, and people-data driven improvements across multiple geographies.

Provide HR consulting and client service to small and mid-size clients: design and execute HR, payroll, and benefits programs; process multi-state payroll and ensure tax and benefits compliance; manage employee relations, policies, leave administration, and performance; lead complex initiatives like change management and succession planning; support audits and improve HR processes while managing multiple client relationships.

Support HR Principals on client accounts; manage end-to-end multi-state payroll and 1099s; create HR policies and communications; oversee recruitment and benefits administration; implement HR projects and recommend process improvements to enhance client service.

Contract HR & Recruitment role supporting startups: manage sourcing, recruitment, onboarding, and HR processes; build team culture; adapt to fast-paced environments. Equity offered and potential transition to full-time based on performance and investment.

Serve as strategic HR partner to a business unit: advise leaders, design org structures, drive talent planning, manage employee relations, execute core HR programs, analyze HR metrics, coach managers, and align HRBP work across the enterprise to support business goals.

Ensure HR compliance with federal, state, and local employment laws. Lead audits, risk assessments, and responses to wage-and-hour audits and agency inquiries. Audit timekeeping, meal/rest break compliance, and payroll processes. Partner with Payroll, Legal, HRBPs, Operations, and HRIS to identify trends, implement corrective actions, and educate stakeholders to mitigate compliance risk.

Support recruiting, onboarding, employee engagement, workforce administration, and HR operations for a federal consulting firm. Source and screen candidates, coordinate interviews and onboarding, maintain ATS and HR records, assist with reporting, documentation, and special HR projects in a remote, part-time internship.

Six-month People Operations (HR) internship supporting onboarding, payroll audits, benefits enrollments, compliance documentation, HRIS maintenance (e.g., Rippling), employer branding, and cross-functional HR/Finance projects. Gain hands-on experience with employee lifecycle, data accuracy, and HR systems while assisting state reporting and agency liaison work.

Provide strategic, systems-level HR leadership to design and execute people strategy, strengthen HR operations, lead compensation, ensure legal compliance, build and develop HR staff, partner with senior leaders, drive change management, use people data for decisions, and support ministry fund development and travel as required.

Lead HR technology and people analytics execution: manage HR systems (Workday) implementations, integrations, vendor relationships, reporting, and workforce insights. Partner with HR, IT, Finance, and business leaders to deliver scalable HR solutions, data governance, change management, and dashboards to inform talent and business decisions.

Serve as a strategic HR partner to senior commercial leaders across US and Canada, focusing on talent strategy, org design, succession planning, employee relations, workforce analytics, change management, and performance practices to strengthen organizational capability and drive commercial results.

Lead and conduct workplace investigations into harassment, discrimination, retaliation and policy violations. Provide guidance to People Leaders, document findings, recommend actions, coach leaders, identify trends, and support HR process improvements and other HR advisory services like accommodations and performance management.