Top Senior HR Jobs in Richmond, VA

Lead and develop HR risk advisory teams to assess HR regulatory applicability, design and document controls in FUSE, support audits/exams, advise on HR policies and processes, perform gap and risk assessments, and drive risk reporting, process improvement, and enterprise compliance across HR.

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.

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.

Serve as a strategic HR business partner to Channels leadership, delivering workforce planning, talent management, organizational design, employee relations, DEI practices, and data-driven HR solutions. Lead HR projects, coach leaders, and collaborate with Centers of Excellence to attract, retain, and develop talent.

The Sr. Director, HR Business Partner consults with senior executives to align HR strategies with business objectives, drives talent management, and develops innovative HR solutions. This role requires strong communication and leadership skills to influence and support a culture of inclusivity and excellence.

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

Fixed-term (maternity cover) Senior HR Business Partner to provide employee relations, manager coaching, performance management, and People program continuity. Partner with leaders, People Ops, Legal, Finance, and Recruiting; support immigration processes and external counsel; maintain compliance and people systems; enable change, talent planning, and manager effectiveness in a fast-paced, remote-first environment.

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 Senior Director, HR Business Partner leads HR strategy for multiple organizations, oversees HR teams, and advises executives on people-related matters. Responsibilities include workforce planning, organizational design, performance management, and leveraging data for decision-making.

The HR Compliance Manager develops and manages HR compliance programs, ensures adherence to employment laws, manages audits, updates policies, and trains staff on compliance issues across global operations.

Partner with senior leaders across Manufacturing, Supply Chain, Quality and Regulatory to drive workforce planning, org design, change initiatives, talent reviews, succession planning, and people risk mitigation. Serve as a strategic advisor, collaborate with HR COEs on compensation, employee relations, performance management, and talent acquisition, and deliver data-driven organizational effectiveness and development solutions.

Partner with Engineering, Product, Design, Security Research, and Data leaders to scale high-performing technical teams. Advise on org design, workforce planning, talent management, performance, succession, and employee relations. Coach managers, drive talent reviews and promotions, use people data to mitigate risks, and build scalable HR programs for a fast-growing, distributed cybersecurity company.

Partner with GTM leaders (Sales, CS, Marketing) to drive org design, talent management, performance management, coaching, succession planning, compensation alignment, onboarding/ramp, and employee relations. Use data to identify retention and productivity risks and build scalable HR programs to enable high-performing, quota-driven GTM teams in a fast-growing remote cybersecurity company.

The HR Manager will lead the onboard HR team, provide expert advice on HR policies, manage employee relations, and ensure compliance with regulations while promoting a positive work culture.

The Director of Human Resources drives organizational growth through strategic HR leadership, focusing on employee relations, compliance, and effective people strategies across global regions.

Serve as a strategic HR advisor to leaders and managers, aligning talent strategies with business goals. Drive organizational effectiveness, talent management, employee relations, workforce planning, compensation guidance, change management, and leadership development. Coach managers, support hiring/onboarding/performance processes, lead HR projects, ensure compliance, and use data to identify trends and recommend solutions in a fast-growing, remote environment.

The HR Coordinator will manage HR processes, support onboarding and compliance, maintain employee records, and partner with leaders to ensure HR alignment globally.

The Human Resources Manager will administer HR programs, ensure HR compliance, develop HR strategies, supervise staff, manage recruitment, and foster employee relations in a manufacturing environment.

Serve as the primary HR Business Partner for Engineering, advising on performance management, employee relations, investigations, org design, promotions, and talent processes. Embed with engineering leaders, analyze attrition and engagement data, partner cross-functionally on hiring and compensation, and implement scalable people programs to maintain high performance in a fast-growing product organization.

Partner with hotel leaders to coach on employee relations, performance, investigations, and talent development; lead onboarding, recruiting, training, use people data to inform HR policy, and champion culture across multiple properties.

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.

The HR Business Partner will drive people performance, leadership development, and employee relations across corporate restaurants, partnering closely with operations leadership to enhance hiring, onboarding, engagement, and compliance practices.

Lead Workday governance, roadmap, and end-to-end delivery of HR system enhancements. Combine project management and business analysis to elicit requirements, design Workday solutions, manage risks, coordinate testing and deployment, and drive stakeholder alignment and adoption across HR, IT, and business partners.

The HR Manager oversees HR strategies and programs, collaborates with leadership on employee relations, manages performance, and enhances crew welfare and engagement.