Top HR Jobs in San Antonio, TX

Provides on-site HR partnership for Boeing’s VC25B program, supporting integrated product and production teams. Responsibilities include employee coaching, performance management, workforce planning, talent strategy, engagement, conflict resolution, investigations, corrective actions, HR process execution, and collaboration with business leaders and HR centers of excellence. The role also uses HR metrics and people data to identify trends and deliver workforce solutions aligned with program objectives.

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 administrative support for HR operations, including hiring and termination paperwork, onboarding, background checks, benefits administration, employee records, employment verification, HR inquiries, and compliance documentation. Coordinates new-hire orientation, maintains personnel and benefits files, supports open enrollment, and manages HR communications while maintaining confidentiality and accurate records.

Leads and evolves the HR Business Partner function, aligning workforce and talent strategies with business priorities. Responsibilities include organizational design, workforce planning, leadership development, succession planning, transformation, restructuring, change management, and organizational effectiveness. The role partners with senior leaders, develops HRBPs, uses workforce insights to guide decisions, and champions accountability, engagement, and employee experience.

Processes employee HR inquiries involving policies, benefits, payroll, leave, workers’ compensation, and disability management. Uses HR knowledge bases and reference materials to resolve issues, explains benefits, liaises with vendors, identifies recurring problems, improves processes, and escalates complex cases. Requires strong communication, confidentiality, customer service, attention to detail, multitasking, and proficiency with HRIS, timekeeping, payroll, and related applications.

Leads HR enablement and enterprise implementation efforts by translating HR strategies into scalable deployment approaches. Directs readiness, change management, communications, training, adoption, and continuous improvement for major HR initiatives. Partners with HR Centers of Expertise, HR Business Partners, communications teams, and enterprise stakeholders to align strategy with execution, develop enablement resources, identify risks, and improve practitioner effectiveness across the organization.

Manages employee relations, benefits administration, leave and disability processes, reasonable accommodations, performance management, HRIS workflows, tuition reimbursement, and employment-law compliance. Advises managers and employees on policies, corrective actions, benefits, and workplace concerns; supports investigations, training programs, documentation, and internal transfers. Requires strong knowledge of ADA, FMLA, employment law, HRIS administration, and high-volume HR operations.

Administers multi-state employee leave, FMLA, ADA accommodations, return-to-work processes, benefits, workers’ compensation coordination, and employee relations matters. Manages confidential case records, eligibility determinations, required notices, interactive accommodation processes, benefits administration, open enrollment, compliance reporting, and manager and employee guidance. Partners with Payroll, Safety, HR leadership, legal counsel, and benefits providers while escalating complex employment-law risks.

Administers employee leave, FMLA, ADA accommodations, return-to-work processes, benefits, employee relations, workers’ compensation coordination, and compliance records. Serves as a primary HR contact for employees and managers, manages confidential cases, supports open enrollment, partners with payroll, safety, benefits brokers, and HR leadership, and escalates complex employment-law matters. Maintains accurate HRIS documentation and provides guidance on attendance, accommodations, corrective action, and benefit administration.

Provides enterprise-level HR business partnership and strategic counsel to senior executives. Leads talent strategy, organizational design, workforce planning, operating model transformations, and complex cross-functional HR initiatives. Uses data and emerging technologies to diagnose organizational needs, shape workforce investments, and improve business outcomes. Mentors HR professionals, partners with Finance and HR centers of excellence, influences enterprise HR strategy, and manages risk and compliance in a complex, regulated environment.

Manages day-to-day HR activities across assigned locations, including workforce planning, associate relations, onboarding, training, performance management, employee records, compliance, claims investigations, and management guidance. Partners with leadership on employment law, affirmative action, EEO, OFCCP, and HR process improvements. May oversee HR department operations, lead projects, and travel between company locations.

Leads Carenet’s enterprise HR technology and transformation strategy, including the Workday HCM roadmap, implementation, optimization, integrations, governance, data strategy, analytics, automation, responsible AI, vendors, budgets, and process improvement. Partners with executive and cross-functional stakeholders to improve HR service delivery, compliance, employee experience, and decision support. Builds and manages teams across HR systems, people analytics, data governance, process improvement, and program delivery.

Provides administrative and operational HR support across the employee lifecycle, including recruiting coordination, onboarding, employee records, benefits and payroll support, training, engagement activities, compliance tracking, reporting, and offboarding. Maintains confidential HRIS records, coordinates employee communications and events, supports managers and employees across a 24/7 workforce, and assists with employee relations matters, investigations, and corrective action processes.

Supports Workday and HRIS administration, employee lifecycle transactions, HR reporting, dashboards, process documentation, and operational improvements. Administers global health, wellness, benefits, billing reconciliation, leave programs, and employee inquiries. Manages regulatory filings, HR policy updates, audit readiness, and compliance documentation while partnering across global teams.

Manages HRIS operations, implementations, upgrades, integrations, data integrity, security, reporting, and user access. Oversees testing, data conversions, technical issue resolution, payroll validation, and process automation. Provides advanced HR data analysis and serves as the liaison between HRIS and departments including payroll, benefits, recruiting, compensation, legal, and risk management. Leads departmental HRIS initiatives and supports system efficiency improvements.

Supports HR operations for employees across multiple states, with a primary focus on California. Responsibilities include employee relations, onboarding, training, performance management, investigations, policy implementation, HRIS reporting, handbook maintenance, and compliance with employment and benefits laws.

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.

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.

Serves as a strategic HR advisor to Education division leaders, aligning human capital strategies with business objectives. Leads talent management, employee relations, performance management, organizational development, change management, leadership development, compliance, and HR analytics. Provides guidance on complex workforce issues, influences senior stakeholders, and leads enterprise HR programs and projects. Requires occasional travel for business needs, training, or conferences.

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.

Directs the organization’s human resources function, including workforce strategy, recruiting, employee relations, compliance, performance management, compensation and benefits, HRIS administration, onboarding, engagement, training, and inclusion initiatives. Advises executives and managers, leads the HR team, manages the department budget, oversees 401(k) and ESOP plans, mitigates employment-law risk, and supports acquisition-related employee integration.