Top Senior HR Jobs in Salt Lake City, UT

Provides outsourced HR consulting and support to clients across benefits administration, performance management, onboarding, offboarding, compliance, HRIS optimization, documentation, and general HR operations. Builds client relationships, addresses HR concerns, researches employment regulations, improves processes, and contributes to service-line growth and business development.

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.

Leads HR program operations and strategic partnerships for an academic division. Oversees teams, operational strategy, process improvement, partnership compliance, financial and portfolio management, and continuous improvement. Advises senior leadership, manages cross-functional initiatives, and drives student and faculty experience outcomes through data-informed decision-making. The role requires strong people leadership, stakeholder engagement, change management, and expertise in education partnerships and regulatory considerations.

Partners with manufacturing and operations leadership to implement HR strategy, advise on talent and organizational effectiveness, manage employee relations and labor relations support, analyze workforce data, drive change initiatives, and lead multiple HR projects. The role supports performance management, compensation, succession planning, leadership development, onboarding, communications, and represented employee populations while collaborating with HR centers of excellence.

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 HR business partnering for global business units, aligning people strategy with business goals. Advises executives, implements HR programs, manages cross-functional HR collaboration, supports organizational change, uses analytics for decision-making, and ensures employment-law compliance. The role requires strong business acumen, executive influence, global HR experience, confidentiality, and expertise in HR technologies.

Provides global HR administrative and coordination support across the employee lifecycle. Responsibilities include preparing employee documentation, supporting employee relations case intake, maintaining confidential records, coordinating employment and regulatory documentation, tracking follow-ups, assisting with audits, generating HR reports, resolving data discrepancies, and partnering with HR stakeholders across multiple countries.

Partners with senior leaders to align people strategies with business goals, coaches leaders, manages performance and employee relations, uses people data to guide decisions, and leads organizational design, workforce planning, talent, engagement, and global HR initiatives.

Supports and optimizes Workday and other HR technology platforms, develops reports, dashboards, metrics, and workforce analytics, and maintains HR data quality, governance, security, and reporting accuracy. Partners with HR, Finance, IT, and business stakeholders on requirements, system enhancements, releases, integrations, process improvements, and data insights. Provides functional troubleshooting, documentation, user guidance, compliance reporting, audits, and recommendations that improve workforce outcomes and HR effectiveness.

The Human Resources Manager serves as the primary HR Business Partner for multiple branch and distribution locations. Responsibilities include workforce planning, recruiting, onboarding, employee relations, investigations, performance management, leadership coaching, compliance, engagement, HRIS data integrity, and workforce analytics. The role partners with operational leaders to improve talent stability, employee experience, leadership capability, and consistent execution of HR processes across locations. Regular travel and onsite support in manufacturing and distribution environments are required.

Own end-to-end learning and enablement programs, including manager development, onboarding, workshops, People Team playbooks, and learning architecture. Partner with People Business Partners to address talent gaps, operate the LMS and content library, apply AI to learning workflows, and measure program impact. The role requires strategic business partnership, instructional design, hands-on program delivery, stakeholder influence, and continuous improvement of workforce learning.

Serves as a strategic HR partner for dispersed employees, leaders, and clients. Responsibilities include employee relations, performance management, compliance, employee lifecycle administration, investigations, policy development, HR program implementation, and collaboration with payroll, benefits, and talent acquisition. The role requires multi-state employment law knowledge, government contracting experience, and the ability to support tribal or Native-owned organizations with culturally responsive HR solutions.

Directs day-to-day HR operations as the Chief People Officer’s primary operational partner. Leads HR staff and HRBP growth, oversees employee relations, ensures employment-law and policy compliance, manages the employee handbook and benefits integration, automates HR workflows, supports culture and engagement, and advises leaders on complex employee matters. Serves as deputy to the Chief People Officer and maintains consistent HR processes, accountability, and coverage across the organization.

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.

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.

Strategic regional HR partner responsible for workforce planning, organizational design, talent strategy, people metrics, change management, M&A integration, escalated employee relations, compliance, succession planning, and leadership hiring. Advises regional and senior leaders in a matrixed environment, supports compensation and development programs, and maintains regular branch presence. Requires multi-site or multi-state HR experience and 25–35% travel.

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.

Manages human resources programs and partners with museum leaders on employee and labor relations, union matters, performance management, learning and development, compensation, organizational design, recruiting, and compliance. Administers ADP and Culture Amp, leads performance reviews, analyzes HR metrics, supports resource planning, and drives inclusive culture and organizational change.

Leads the strategy, implementation, configuration, governance, maintenance, and support of Campbell’s Workday-based HR technology portfolio. Partners with HR leadership to translate business needs into technology solutions, manages Workday modules and integrations, oversees vendors and internal teams, directs projects, and ensures compliance, security, system stability, adoption, and service delivery.

Serves as a strategic HR partner to a business unit president and senior leadership team. Leads people strategy, organizational design, workforce and talent planning, succession, change management, employee relations, leadership coaching, compensation decisions, and engagement initiatives. Uses people data to guide workforce decisions and collaborates with HR centers of expertise to deliver integrated solutions. Supports managers and employees through complex organizational and employee relations matters.

The Director will lead HR technology strategy, HRIS modernization, compensation strategy and analysis, pay equity, benchmarking, and total rewards frameworks. The role manages a Compensation Analyst, builds scalable People shared services, automates workflows, oversees HR technology and benefits vendors, and partners with the Chief People Officer on executive-level compensation recommendations and workforce AI enablement.

Partner with leaders across clinical, technology, and corporate functions to deliver strategic HR solutions. Responsibilities include employee relations, organizational design, change management, leadership development, performance management, workforce planning, engagement initiatives, compliance, and people analytics. The role supports a remote, multi-state organization with a focus on healthcare and clinical teams.

Support global payroll technology across Workday and outsourced payroll platforms such as CloudPay. Responsibilities include payroll configuration, integrations, production issue resolution, reconciliations, compliance controls, testing, release management, documentation, and stakeholder coordination across regions. The role translates payroll business needs into system requirements and ensures accurate, timely, and secure payroll processing.