Top HR Jobs in Richmond, VA

Leads strategic HR partnership for the Card business, advising executives and shaping talent strategy, workforce planning, organizational design, leadership development, change management, and human capital risk mitigation. Uses people analytics to drive workforce insights and business outcomes, leads enterprise HR initiatives, and coaches an HR team. Responsibilities include succession planning, skills-gap assessments, recruiting and retention strategies, performance management, and organizational effectiveness.

Own end-to-end workplace investigations involving harassment, discrimination, retaliation, and policy violations. Advise leaders and HR partners on employee relations, accommodations, performance, and separations; maintain case documentation and tracking; identify organizational trends; support policy improvements and manager training; and provide impartial HR-for-HR oversight. Partner with Legal and external counsel on sensitive matters while using AI tools to assist investigation planning, evidence summaries, and reporting.

Provides HR risk guidance across enterprise risk management, regulatory compliance, controls, audits, policies, assessments, and issues management. Builds dashboards, reporting solutions, and automated workflows using business intelligence tools, scripting, and data analytics. Partners with HR, Legal, Compliance, and business stakeholders to assess regulatory changes, document controls, improve processes, and maintain risk-management systems.

Leads strategic HR partnership for Capital One’s Applied AI and technology organizations. Responsibilities include organizational design, talent and workforce planning, succession planning, recruiting and retention strategy, executive coaching, job architecture, human capital risk mitigation, and scaling an AI organization from 800 to 1,200 employees. The role partners with senior leaders and HR functions to develop talent strategies, manage scarce AI/ML talent, support enterprise HR initiatives, and drive organizational effectiveness.

Provides strategic HR partnership to business groups and senior leaders, leading workforce planning, succession, talent management, organizational design, employee relations, engagement, retention, diversity and inclusion, and HR initiatives. Advises leaders, partners with HR centers of excellence, develops data-driven people solutions, manages employment risk, and leads cross-functional HR project work across customer channels.

Manage end-to-end payroll through a PEO, administer HRIS data, support employees with payroll and HR inquiries, ensure multi-state compliance, generate reports, and optimize HR workflows. Lead the organization’s 2027 transition from its PEO to an independent payroll and HR technology stack, including system selection, implementation, tax setup, SOP development, controls, and employee training.

Leads strategic HR partnership for Enterprise Risk executives, including talent strategy, workforce and succession planning, recruiting and retention, human capital risk remediation, executive coaching, organizational design, and HR program effectiveness. Develops enterprise-wide HR solutions, uses data to guide decisions, and coaches HR teams while aligning people initiatives with business objectives.

Partners with Enterprise Risk clients to develop and execute people strategy and HR solutions. Advises leaders and associates, coaches managers, supports workforce planning, and delivers performance management, talent management, leadership development, change management, organizational design, inclusion, and diversity initiatives. Collaborates with HR partner teams on processes, reporting, stakeholder management, and organizational effectiveness.

Partners with Enterprise Risk leaders to develop and execute talent strategies, manage performance and talent processes, resolve HR issues, and provide people insights. The role coaches senior leaders, collaborates with recruiting, compensation, associate relations, and learning teams, supports organizational design, and contributes to broader HR initiatives. It requires strong relationship-building, consulting, communication, influencing, and problem-solving skills.

Drive HR strategic priorities through executive governance, multi-year strategy development, organizational health reporting, high-stakes communications, culture initiatives, and responsible AI-enabled process innovation. Partner with HR leaders across a matrixed environment, manage complex cross-functional initiatives, align roadmaps and stakeholders, support change management, and provide decision support to senior leadership.

Partners with Finance leaders to develop and execute people strategy, workforce planning, talent management, organizational design, performance management, leadership development, and change initiatives. Coaches managers, advises associates on HR matters, manages stakeholders, supports inclusive culture efforts, and collaborates with HR teams on processes, reporting, recruiting, compensation, analytics, and diversity initiatives.

Manages campus human resources operations, including recruiting, onboarding, employee relations, compliance, performance reviews, compensation, benefits, exit interviews, and government reporting. Advises and trains managers on HR practices and employment policies while supervising HR staff and ensuring compliance with applicable laws and organizational procedures.

Provides strategic and hands-on HR partnership to Engineering, Product, and R&D leaders. Responsibilities include manager coaching, performance management, employee relations, talent and compensation programs, engagement surveys, exit meetings, organizational effectiveness, risk identification, and policy application. The role supports globally distributed teams during a six-month transition period and requires strong judgment, confidentiality, communication, and operational execution.

Serve as strategic HR partner to G&A senior leaders, leading org design and restructures, driving performance calibration, using data and AI tools to surface org health risks, and translating people strategy into measurable outcomes across global, high-growth teams.

Manages employee relations, onboarding, offboarding, payroll, benefits administration, performance management, HR compliance, audits, policies, and employee records. Supports managers with HR activities, maintains job descriptions and the employee handbook, processes payroll and benefits, and ensures compliance with employment laws and reporting requirements. The role is based in Glen Allen, Virginia, with occasional travel to property sites.

Leads HR operations and a team of HR professionals while overseeing employee lifecycle processes, performance and merit reviews, HR policies, compliance, reporting, audits, and process improvements. Advises employees and managers, supports strategic initiatives and organizational changes, improves HR technology workflows, and advances engagement and retention initiatives across a complex, multi-state organization.

Remote HR internship supporting recruitment, onboarding, employee records, engagement, HR operations, compliance documentation, performance management assistance, and general HR administrative tasks.

Leads workplace accommodation cases from intake through implementation and follow-up. Evaluates ADA-related requests, reviews medical documentation, coordinates leave matters, recommends accommodations, maintains confidential records, and advises employees, managers, HR, Legal, and business leaders. Develops procedures, training, tracking tools, reporting, and manager guidance while supporting employee relations cases and compliance audits.

Leads workplace accommodation cases from intake through implementation, documentation, follow-up, and closure. Evaluates requests under ADA and related laws, manages medical documentation, coordinates leave requests, recommends accommodations, and partners with HR, Legal, managers, Facilities, vendors, and Employee Relations. Develops procedures, training, templates, reporting, and manager guidance while maintaining confidentiality and ensuring consistent, compliant employee experiences.

Build and maintain a pipeline of senior HR executives for interim, fractional, and full-time engagements. Target leaders who develop enterprise HR and people strategies, oversee talent management, shape culture and employee experience, lead organizational design and transformation, ensure HR compliance, and partner with CEOs and boards. Candidates should have extensive HR leadership experience, executive presence, and the ability to drive human-centric, AI-enabled workforce strategies across industries.

Provides comprehensive HR support, including recruitment, onboarding, employee relations, benefits and leave guidance, HRIS record maintenance, policy interpretation, compliance, compensation support, exit processes, and employee engagement initiatives. Partners with employees and leaders across departments to resolve concerns, support organizational goals, and maintain a positive workplace. This is a remote role supporting corporate and hospital locations.

Remote HR internship supporting end-to-end talent acquisition. Responsibilities include posting job openings, screening resumes, shortlisting candidates, coordinating interviews, scheduling, and maintaining candidate data. The role includes weekday work from 9 AM to 6 PM, a Saturday discussion session, mentorship, networking, and an internship certificate upon completion.

Serve as a strategic and hands-on HR advisor to multiple departments. Manage employee relations, investigations, performance plans, leave matters, review and pay cycles, workforce reporting, budgeting, compliance audits, engagement, retention, talent assessment, and organizational change. Advise executives and managers while ensuring alignment with US employment regulations. Use generative AI tools for analysis, research, reporting, and communication.

The HR Business Analyst configures, supports, troubleshoots, reports on, and documents Workday HCM and related HR processes. The role specializes in areas such as payroll, time tracking, compensation, benefits, recruiting, performance management, core HR, engagement tools, reporting, and metrics. Responsibilities include responding to HR data requests, coordinating across HR, IT, Finance, and Procurement, supporting integrated systems, producing reports, and leading projects.

Manage HR strategy and employee lifecycle processes for a globally distributed core business unit. Responsibilities include staffing, onboarding, development, succession planning, performance management, engagement, retention, payroll budgeting, compensation and benefits operations, analytics, compliance, and HR service effectiveness. The role requires strong project management, metric-driven decision-making, resilience, and fluency in both Russian and English.