Top Senior HR Jobs in Salt Lake City, UT

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.

Serves as the strategic HR partner for a geographically dispersed workforce of more than 1,300 hourly employees. Leads onboarding, employee relations, investigations, performance management, engagement, retention, compliance, workforce analytics, and organizational change. Coaches operational leaders, oversees an onboarding analyst, supports talent and succession planning, and drives HR compliance transformation across multiple states. Partners with Legal, Payroll, Recruiting, and other HR functions while ensuring consistent employment practices and workforce effectiveness.

Senior HR Business Partner advising executives and senior leaders on organization design, workforce planning, talent and succession, culture, and enterprise transformation. The role leads HR initiatives for complex organizational changes and integrations, coaches leaders, assesses organizational health, and translates workforce data into actions that improve performance, engagement, retention, and leadership capability.

Lead global HR business partnering for R&D, Engineering, Product, Security, and Research organizations. Advise senior technical executives, align talent strategy with business goals, architect AI-native organizational structures, evolve career frameworks, manage succession and retention, guide complex change, and coordinate People Team centers of excellence. Lead a global HRBP team while applying people analytics and executive coaching to improve organizational health, leadership effectiveness, and workforce outcomes.

Own the end-to-end People lifecycle for M&A: lead HR due diligence, partner with Corporate Development, build cross-functional integration playbooks, orchestrate Recruiting/Comp/Immigration/Payroll workstreams, and design day-1 onboarding and retention programs to integrate acquired technical teams under compressed timelines.

The HR Business Partner advises business leaders and employees on employee relations, performance management, HR policies, workforce planning, organizational effectiveness, and compliance. The role investigates complex issues, analyzes workforce data, supports HR transactions, coaches managers, improves HR processes, and partners with HR and legal teams. This remote position supports U.S. and Canadian operations, requires standard East Coast hours, and includes travel to company sites and conferences.

Own the HR systems ecosystem, including configuration, workflows, integrations, automation, data integrity, reporting, compliance controls, and Jira intake. Lead system implementations, upgrades, redesigns, documentation, and training while partnering across People Operations, IT, Compliance, Security, Finance, Legal, and vendors. Apply AI and automation to reduce manual work and improve employee support.

Serve as a strategic HR partner to senior leaders, translating business objectives into people strategies. Lead talent management, succession planning, leadership development, organizational design, change management, and data-informed workforce initiatives. Collaborate globally with HR teams to implement scalable programs, improve organizational effectiveness, and support cross-cultural teams. The role requires strong business acumen, executive influence, communication, analytics, and experience in crypto, fintech, or regulated financial services.

Leads HR systems administration and core HR operations, including HRIS management, integrations, data integrity, onboarding, offboarding, immigration, benefits, payroll coordination, compliance, reporting, and process improvement. Manages a team, resolves escalations, maintains controls and documentation, and partners with HR, IT, Finance, Payroll, Legal, and vendors to deliver accurate, secure, and scalable HR services.

Provides fractional HR leadership and consulting to multiple Christian mission and church clients. Responsibilities include HR audits, strategic planning, HR program design, recruiting, onboarding, compensation, benefits, engagement, performance management, compliance, training, employee relations, HRIS implementation, executive coaching, and support across U.S. states and international missions.

Provides fractional HR leadership and consulting to Christian ministries, churches, and mission organizations. Responsibilities include developing HR strategies, coaching executives and staff, guiding organizational change, managing compliance and people programs, mentoring HR teams, and supporting recruiting, compensation, benefits, training, performance management, engagement, policies, and employee relations. The role is mostly remote, part-time, and includes occasional travel to the Dallas area.

Leads the people strategy for R&D and Regulatory functions at a biotechnology company. Partners with HR specialists on talent acquisition, rewards, employee relations, communications, talent development, and succession planning. Advises senior leaders on organization design, workforce planning, change management, performance, and complex employee issues. Supports enterprise-wide programs, culture initiatives, and employee experience while managing and mentoring HR talent.

Administer and oversee HR compliance programs covering immigration and sponsorship, I-9 and E-Verify processes, background checks, drug screens, onboarding, audits, and employment regulations. Maintain compliance records, monitor regulatory changes, coordinate with vendors and stakeholders, identify process gaps, implement corrective actions, and support governance improvements across the employee lifecycle.

Serve as a strategic HR advisor across multiple software companies and countries. Lead employee relations investigations, performance management, workforce planning, organizational design, manager coaching, people analytics, compliance guidance, and HR program development. Support M&A integration by harmonizing people practices across acquired entities, reinforcing culture, and managing cross-entity HR initiatives. Partner with senior leaders, legal counsel, Total Rewards, and Payroll in a fast-paced, multi-entity environment.

Leads Synapse Health’s HR technology strategy, HRIS roadmap, compensation philosophy, benchmarking, pay equity, and salary structures. Oversees a Compensation Analyst, builds scalable People shared services, manages HR technology and benefits vendors, and automates manual workflows. Partners with the Chief People Officer on executive-level compensation recommendations and AI enablement while driving system implementations, integrations, process improvements, and workforce-ready operating models.

Lead client engagements on benefits strategy, plan design, open enrollment, and administration. Stabilize operations, manage carriers/brokers, execute transitions and platform migrations, ensure compliance, advise on cost optimization and multi-state/global expansion, and expand client relationships.

Partners with senior leaders and employees on HR strategy, employee relations, employment-law compliance, workforce planning, talent acquisition, compensation, benefits, engagement, succession planning, onboarding, training, and performance management. Leads change initiatives, investigations, calibration discussions, and people programs while promoting an ethical, inclusive, and high-performing workplace.

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.

Leads HR strategy and execution for a large, distributed operational workforce across warehouse, transportation, and data center environments. Manages four HR Directors, advises operations leaders, oversees workforce planning, labor relations escalation, compliance, performance management, engagement, and enterprise HR program implementation. Tracks workforce metrics, drives process standardization, supports frontline leadership development, and partners with centralized HR, Legal, Safety, Talent Acquisition, Compensation, and Learning & Development teams.

Leads NRDC’s HR technology strategy, HRIS governance, systems implementations, integrations, data integrity, reporting, compliance, and operational workflows. Owns Dayforce HCM and partners with HR, IT, Finance, Payroll, Legal, and vendors to optimize employee lifecycle processes, automate workflows, improve system usability, and support secure, accurate workforce data. Manages and develops the HRIS team while overseeing onboarding, benefits, payroll connections, offboarding, documentation, change management, and technology portfolio improvements.

Leads the global HR Partner team and serves as a strategic HR advisor to executives and internal clients. Responsibilities include workforce planning, organizational design, talent management, employee relations, compensation, DEI, policy interpretation, investigations, performance management, HR analytics, and organization-wide HR initiatives. The role manages team performance, partners with senior leaders, ensures legal and regulatory compliance, and travels to NRDC offices up to 20% annually.

Supports the full employee lifecycle, including payroll, benefits, leave administration, employee relations, performance management, investigations, HRIS data integrity, onboarding, compensation, talent management, compliance, and HR process improvement. Serves as a trusted HR resource to employees and managers while providing operational support across the organization.

Manages HR systems strategy, administration, optimization, integrations, data integrity, governance, reporting, and analytics. Partners with HR, IT, Finance, and business leaders to translate requirements into system solutions, improve workflows, support upgrades, and evaluate AI-enabled tools. Serves as the HR technology subject matter expert and may mentor others without formal supervisory responsibility.

Partner with senior leaders and managers on organizational design, workforce planning, talent development, performance management, employee relations, compensation cycles, and change management. Coach leaders, improve People programs, use Rippling and AI-enabled tools to analyze workforce data, and turn organizational insights into practical improvements across the employee experience.