Top Remote HR Jobs in Santa Cruz, CA

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.

Administer and optimize the HRMS as a Super Admin, configuring modules (payroll, time, benefits, comp), managing integrations, reporting, audits (SOX/ITGC), testing, troubleshooting, automations, and special projects to ensure data security and system performance.

The role involves end-to-end recruitment and talent management for semiconductor roles, designing onboarding and training strategies, and ensuring strong stakeholder communication.

The Principal People Success Partner drives talent strategies for Sales and Marketing, partners with senior leaders, influences organizational health, and leads transformations using AI.

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.

The Senior Manager, HR Compliance is responsible for developing and executing a compliance framework across the Americas, managing immigration and global mobility programs, and ensuring adherence to applicable laws and regulations while fostering a culture of compliance within the organization.

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.

The HR Generalist manages recruitment, onboarding, staff relations, benefits, performance management, compliance, and HRIS, ensuring organizational effectiveness in staffing.

The Talent Acquisition & HR Specialist will manage full-cycle recruiting, support talent management initiatives, and assist with administrative support for the HR team.

Owner of people operations infrastructure including payroll, compensation, policies, compliance, HR systems, reporting, and employee lifecycle. Partners with Finance, Legal, vendors, and business leaders to ensure accurate, compliant, and employee-friendly programs, process improvements, audits, and employee support.

Provide front-desk reception coverage and comprehensive HR administrative support: greeting visitors, answering calls, managing visitor logs, scanning and organizing personnel files, supporting new hire orientation, entering HRIS data (ADP), tracking invoices, coordinating temporary staffing and calendars, and maintaining HR recordkeeping and supplies.

Provide full-scope HR support and strategic HRBP services for multiple clients: develop and implement HR strategies, ensure compliance, administer HRIS/payroll/benefits, manage onboarding/offboarding and LOAs, support employee relations and performance management, and assist with M&A readiness and culture programs.

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 client engagements on benefits strategy, plan design, open enrollment, and administration. Stabilize operations, manage carriers/brokers, execute transitions and platform migrations, ensure compliance, advise on cost optimization and multi-state/global expansion, and expand client relationships.

Provide senior HR leadership and strategy across payroll, benefits, HRIS, talent acquisition, onboarding, employee relations, performance management, and compliance. Build retention frameworks, define HR KPIs, manage HR team and vendors, maintain legal compliance, draft HR budgets, and partner with leadership to drive culture, engagement, and organizational development.

Serve on the centralized Workday team to configure, test, troubleshoot and support multiple Workday modules. Handle escalated tickets, data loads, release testing, root-cause analysis, collaborate with Workday, provide SME guidance and advise leadership on system requirements and best practices.

Manage the full employee lifecycle for a global remote workforce: recruitment operations, onboarding/offboarding, performance management, employee relations, HR policy development, workforce planning, HR records, compliance, and organizational development. Support managers and teams to improve HR processes and build a high-performance company culture.

Support HR initiatives across talent development, HR operations, compensation, benefits, recruiting coordination, HR analytics, and employee engagement. Conduct research, generate HR reports, develop resource materials, assist program implementation, and contribute to special projects under the supervision of HR leadership.

Lead HR data governance and a team responsible for Workday employee data integrity. Set standards, run audits, resolve complex multi-entity data issues, support cyclical programs (comp/performances), and drive automation/AI initiatives while partnering cross-functionally with HRIS, Payroll, Finance, Legal, and internal audit.

Serve as strategic HR partner to the Regional Vice President and field leaders to align people strategies with business goals. Coach leaders, diagnose organizational challenges, lead workforce planning, interpret workforce data, support change and onboarding, and deploy HR solutions to drive performance, engagement, and scalable team design across a multi-site region.

Lead people strategy and partner with business leaders to solve organizational challenges. Drive retention, talent assessment, succession planning, org design, compensation, leadership development, and coach managers to enable performance and change.

Manage all onboard HR functions for the cruise ship, including recruitment, training, payroll, benefits, performance management, employee relations, crew welfare, compliance with maritime labor laws, reporting, budgeting, safety/security coordination, and continuous HR process improvements to support crew engagement and operational goals.

Provide tactical HR support to a ~500-agent remote contact center, handling employee relations, investigations, coaching, performance management, training, HR documentation, recruitment partnership, and HR projects while ensuring compliance with policies and employment laws.

Manage the performance management system, support managers with individual development plans, track and evaluate development activities, support succession planning, design and run engagement surveys and programs, assess training needs, coordinate training, and evaluate training effectiveness.

Lead global HR business partner strategy and a team of HRBPs to align HR with company goals. Oversee employee relations, global compliance, talent management, change management, diversity and inclusion, and data-driven HR initiatives. Act as trusted advisor to senior leadership and drive organizational development and high-performance culture.