Top Remote HR Jobs in St. Louis, MO

Own end-to-end multi-state payroll, HRIS administration, compliance, reporting, integrations, and HR operations for clients. Lead HRIS and payroll implementations, system configurations, workflow automation, change management, employee lifecycle processes, and stakeholder workshops. Advise clients on employment law compliance, maintain data integrity and audit readiness, resolve payroll issues, and optimize people processes across varied organizations.

Owns the people workstream for mergers and acquisitions from diligence through close and integration. Responsibilities include building diligence questionnaires, analyzing employment and compensation data, assessing risks, modeling compensation and equity structures, supporting negotiations, managing integration readiness, and developing reusable playbooks and automation. The role partners with corporate development, legal, finance, and people leadership while operating across global, confidential, and often ambiguous transactions.

Own the HR function as a hands-on solo operator, managing recruiting, onboarding, multi-state payroll, benefits, HRIS data, compliance, policies, performance cycles, compensation operations, employee relations, engagement, and office administration. Partner with Finance, Legal, IT, and leadership while supporting U.S. and Italy employees, improving workflows, and maintaining reliable people programs in a distributed technology company.

Leads enterprise HR reporting, dashboards, workforce analytics, data governance, quality controls, and reporting automation using Workday and related tools. Partners with HR leaders and business stakeholders to deliver executive-ready insights for workforce planning, talent strategy, compliance, and organizational effectiveness. Serves as a Workday reporting subject matter expert, resolves complex data issues, improves reporting processes, and mentors junior analysts.

Supports daily HR administration, including onboarding and offboarding, employee records, documentation, scheduling, HR inquiries, recruitment coordination, reporting, and follow-up on outstanding tasks. Maintains confidentiality and accurate HR data while providing organized, proactive support to employees, candidates, managers, HR, and management in a fully remote environment.

Administers and improves employee benefits and leave programs, including health, retirement, disability, FMLA, accommodations, and annual enrollment. Ensures regulatory compliance, data accuracy, payroll reconciliation, vendor performance, employee communications, and timely case resolution. Partners with HR, Payroll, Legal, managers, employees, third-party administrators, and HRIS teams on complex cases, system testing, reporting, wellness programming, and process improvements.

Support employee experience, engagement, recruitment coordination, onboarding, offboarding, HR operations, employee lifecycle activities, reporting, and HR projects. Serve as a day-to-day employee contact, partner with hiring managers, manage documentation and communications, identify process gaps, and contribute to culture-building for a remote-first organization.

Partner with managers and employees on performance, development, engagement, employee relations, and day-to-day people matters. Coach managers, support talent and performance processes, improve HR operations using AI and automation, analyze people data, and coordinate payroll, benefits, compensation, and other processes with the PEO and Finance. Help scale the organization and strengthen its culture during growth and change.

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.

Responsible for supporting employee productivity, helping achieve organizational goals, and resolving workplace discrepancies among employees.

Provides tier-one HR help desk support to employees by investigating and resolving inquiries about policies, procedures, employee relations, system access, and other HR issues. Documents interactions, tracks requests, enters data, maintains records, and uses multiple systems to research and communicate accurate responses. The role also identifies recurring customer concerns and supports process improvements, requiring strong communication, organization, customer service, problem-solving, and computer skills.

Lead global HR operations for a fully remote workforce across approximately 50 countries. Manage a global HR team, advise executives and managers, oversee employee relations, compliance, compensation, benefits, performance management, learning programs, HR systems, reporting, and the full staff lifecycle. Support immigration and relocation matters, improve HR processes through automation and analytics, manage external providers, and strengthen organizational culture, effectiveness, and employee experience.

Serve as a fractional Director of HR advising alternative asset firms and family offices on full-scope HR programs: policy design, compliance, compensation, talent management, employee relations, vendor oversight, people analytics, and special projects. Develop actionable plans, KPIs, and measurement frameworks; support managers, handle sensitive investigations and regulatory matters, and drive leadership development and succession planning.

Supports and optimizes HR technology by analyzing requirements, configuring HCM modules, developing tests, resolving production issues, maintaining data integrity, supporting integrations and reporting, and leading system enhancement workstreams. Partners with HR, Payroll, IT, vendors, and business stakeholders while ensuring privacy, security, governance, documentation, training, and continuous improvement. Provides subject-matter expertise, coaches users and analysts, and applies responsible AI practices.

Serve as US HR SME managing compliance, HRIS (HiBob), PEO liaison (ADP TotalSource), onboarding/offboarding, payroll and benefits (including 401(k)), employee relations and ER cases (PIPs), policy updates, audits, and US-specific HR projects while partnering with global HR and payroll teams.

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.

Provides HR operational and administrative support across employee inquiries, Workday transactions, onboarding and offboarding, leave administration, performance management, employment verification, unemployment claims, records, and compliance. Coordinates I-9 and E-Verify processes, maintains HR data and trackers, prepares reports, supports training, conducts exit interviews, and partners with HRBPs, Legal, vendors, managers, and employees while maintaining confidentiality and improving HR processes.

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.

Supports daily HR operations across payroll, benefits, employee relations, recruitment, onboarding, performance management, compliance, and employee engagement. Owns end-to-end payroll processing, maintains HRIS and personnel records, resolves payroll inquiries, administers benefits, supports audits and reporting, and advises employees and managers on policies and workplace concerns. The role also contributes to process improvements, culture initiatives, and broader HR projects.

Own People Operations for a small global company across two legal entities. Responsibilities include payroll and contractor payments, multi-state tax compliance, HRIS and ATS administration, employee lifecycle management, onboarding and offboarding, leave administration, hiring, candidate screening, compensation, offers, employee support, workforce planning, and culture initiatives.

Supports core HR functions including HR operations, onboarding, employee experience, HRIS administration, people analytics, compliance, recruiting, employee relations, and special projects. Maintains personnel records, assists with benefits and leave administration, coordinates interviews, prepares reports and dashboards, supports engagement initiatives, and contributes to process improvement, AI, and automation projects.

Maintains and optimizes Workday HR and payroll systems, including business processes, integrations, data validation, conditional rules, reporting, dashboards, and release updates. Troubleshoots user issues, ensures report security and data integrity, maps processes, recommends enhancements, and trains HR and Payroll users. Documents procedures, supports system users, and shares HR technology best practices with leadership.

Supports daily People team operations across recruiting, onboarding, payroll assistance, benefits administration, employee relations, compliance, HRIS records, training, and employee support. Recruits frontline employees, coordinates background checks and documentation, reviews timekeeping, assists with payroll and open enrollment, maintains policies and compliance reports, and partners with managers on staffing, retention, performance, and engagement initiatives.

Lead HubSync’s People, HR, and Talent functions during rapid growth. Partner with executives and the Board on organizational design, workforce planning, leadership development, performance management, culture, metrics, and succession planning. Build scalable HR infrastructure, People analytics, recruiting operations, employer branding, and structured hiring practices across technical, go-to-market, corporate, and executive roles.

Serves as a strategic HR business partner to executives and leaders, leading workforce planning, organizational design, talent and performance management, employee relations, engagement, leadership development, compliance, HR operations, analytics, and global people initiatives. The role advises leaders, mentors HR professionals, drives organizational change, improves HR processes, and supports growth, transformation, and employee experience across the organization.