Top HR Jobs in Sacramento, CA

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.

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.

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.

Leads PwC’s HR Managed Services payroll team, overseeing global payroll operations, compliance, process improvements, and transformational change. Builds strategic client relationships, develops payroll policies and practices, mentors team members, promotes payroll technology adoption, and establishes industry-leading processes across global teams. The Director provides thought leadership, drives business growth, and maintains trusted relationships across diverse stakeholders.

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.

Provides strategic and hands-on HR guidance to North American leaders across performance management, talent, organizational change, workforce planning, compensation, engagement, and employee development. The role builds people strategies, supports workforce planning and transformation, manages local HR matters, interprets policies, administers benefits, ensures compliance, and contributes to global HR projects and frameworks.

Supports daily HR operations, including onboarding, orientations, exit interviews, leave administration, unemployment claims, OSHA reporting, compliance tracking, employee engagement, recruitment support, communications, and HR initiatives. Provides administrative assistance to HR business partners and hiring managers, maintains confidential records, tracks HR data, and supports meetings and presentations. Requires strong organization, communication, interpersonal, analytical, and Microsoft Office skills.

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

Owns performance management, total rewards, compensation and benefits, HR compliance, manager enablement, people-process tooling, and team development. The role leads annual and mid-year performance cycles, calibration, pay benchmarking, benefits renewals, multi-state compliance, manager resources, and automation. This player-coach position manages an HR Business Partner and a Total Rewards and People Analytics lead while improving process durability, adoption, efficiency, and organizational scalability.

Owns Launch Potato’s performance management, total rewards, HR compliance, manager enablement, people-process tooling, and HR team development. The role leads annual and mid-year performance cycles, compensation and benefits programs, multi-state compliance, calibration, manager resources, and process automation. This player-coach position manages an HR Business Partner and Total Rewards and People Analytics lead while improving scalable people systems for a growing remote-first organization.

Administer Workday Learning as the business-side owner of learning catalogs, campaigns, enrollments, completions, reporting, compliance evidence, security, and related business processes. Execute annual training programs, automate manual administration, manage eligibility rules and content, support SOX and audit readiness, and escalate complex configuration or integration issues to HR technology teams.

Manage HR operations including onboarding, employee relations, and performance management. Support recruitment, implement HR policies for compliance, facilitate training and engagement programs, and analyze HR data to inform decisions and improve employee experience.

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.

Participate in a paid, remote interview about your SMB’s payroll and HR software stack. Discuss administrative workflows, employee data and compensation management, software features, integrations, usability, competitor platforms, and challenges faced by SMB HR teams. Participants should be active HR, payroll, operations, or business professionals with direct experience evaluating, implementing, or administering HR and payroll systems.

Provides executive leadership for all hospital Human Resources functions, including labor and employee relations, employment-law compliance, compensation, benefits, recruitment, workforce planning, engagement, performance management, training, and organizational development. Oversees HR staff, budgets, policies, reporting systems, and high-risk employee matters while partnering with executives, unions, and legal counsel. Ensures compliant HR operations and supports organizational effectiveness.

Owns the end-to-end HR function for a distributed U.S. and New Zealand organization. Responsibilities include HR strategy, employee lifecycle processes, payroll oversight, HRIS selection and implementation, policies, internal controls, compliance, employee relations, performance management, compensation, benefits, recruiting, and onboarding. The role partners closely with the CFO, executives, managers, Finance, external counsel, vendors, and New Zealand HR support to build a scalable HR operating model.

Supports HR activities throughout mergers and acquisitions, including due diligence, Day 1 readiness, employee transitions, integration planning, workforce changes, compliance, change management, and post-close execution. Coordinates workstreams, tracks milestones, prepares reports and communications, manages confidential information, and collaborates with HR, Legal, Finance, IT, and business stakeholders. Maintains M&A playbooks, project tools, checklists, and lessons learned to improve future integration processes.

Supports Department of the Navy civilian HR operations through DCPDS, DCPS, and DCHRMS transaction processing, testing, quality assurance, troubleshooting, and regulatory compliance. The role analyzes personnel/pay interface issues, prepares system change requests and transmittals, validates releases, maintains salary tables, resolves service tickets, and coordinates with DoD, DFAS, DON, and other stakeholders.

The HR Business Partner advises operational leaders on workforce strategy, employee relations, talent management, leadership development, succession planning, engagement, retention, organizational effectiveness, and change management. The role analyzes workforce data, conducts investigations, manages performance and corrective actions, supports organizational changes, mitigates workforce risk, and translates HR insights into business-focused recommendations.

Coordinate daily HR operations, employee relations, payroll and timekeeping, benefits, leave administration, onboarding, separations, and California employment compliance. Serve as a resource for employees and managers, guide performance and disciplinary processes, maintain confidential records, prepare reports and notices, and improve HR workflows. The role also supports payroll audits, accommodations, investigations, and HR projects while coordinating with leadership and payroll.

Manages day-to-day HR operations across resort locations, including recruiting, high-volume seasonal onboarding, employee relations, performance management, compliance, benefits support, workers’ compensation, HRIS administration, engagement initiatives, international employee documentation, housing coordination, and manager training.

Human Resources Specialist role sponsored through an H-1B Labor Condition Application. The position is based in San Francisco, California, and Charlestown, Massachusetts, with employment scheduled from October 19, 2026, through October 18, 2029. The posting does not provide specific responsibilities or qualifications.

Oversee the company’s human resources function, including HR policy development, compliance, escalations, labor and employment law compliance, and direct support for staffing customers and end clients. The role requires extensive HR expertise, experience supporting organizations of more than 1,000 employees, strong employment-law knowledge, and staffing-industry experience.

Leads Workday implementation, configuration, solution design, governance, integrations, reporting, data validation, testing, and post-go-live support. Partners with HR, IT, Finance, and business leaders to translate requirements into scalable solutions, establish HRIS governance and support models, ensure data integrity and compliance, and manage complex global initiatives. Drives automation, process optimization, documentation, stakeholder alignment, and sustainable HR technology operations.

Develop and implement country HR strategies, policies, and procedures while ensuring regulatory compliance. Automate HR workflows using AI, manage HR vendors, advise managers on employee relations and talent development, analyze HR metrics, improve HR practices, and collaborate with global HR teams. The role also supports recruitment and onboarding, promotes an inclusive employee experience, and requires strong HR technology, analytical, communication, and project management skills.