Top Senior HR Jobs in San Diego, CA

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.

The Human Resources Manager supports employee relations, workplace investigations, complaints, employment disputes, leaves of absence, and labor-law compliance across the Central Valley region. This hybrid role requires weekly visits to assigned campuses and occasional travel outside the area. The manager partners with leadership to implement and monitor HR programs and must understand California employment laws.

Supports employee relations, workplace investigations, disciplinary processes, employment-law compliance, recruiting, onboarding, orientation, staffing, manager training, and HR special projects. Serves as a trusted resource for employees and leaders, resolves workplace concerns, administers employment documentation and referral programs, conducts exit interviews, and partners with store and corporate teams. This is a full-time temporary assignment of approximately six months based in San Diego, with occasional travel to store locations.

Leads organizational development, talent management, employee engagement, performance management, career pathing, internal HR communications, metrics, reporting, and workforce development initiatives. Partners with HR leaders and business stakeholders to identify skills gaps, design development programs, manage engagement surveys, support HRIS readiness, and deliver talent-related training. Requires strong project leadership, communication, reporting, employment law knowledge, and proficiency with Microsoft Office.

Administers employee leaves, including FMLA, CFRA, ADA, PDL, PFL, and disability leave; manages accommodation processes and workers’ compensation claims; coordinates return-to-work and modified-duty arrangements; advises employees and managers on employment laws and policies; maintains confidential records; uses Dayforce and Excel for tracking, reporting, and trend analysis; and supports compliance training and workplace health protocols.

Designs, configures, administers, and optimizes Workday Recruiting and connected talent acquisition technologies. Partners with HR, Talent Acquisition, IT, vendors, Legal, and Compliance to translate requirements into scalable solutions, improve recruiting processes, manage integrations, build reports and dashboards, resolve system issues, maintain data quality, and support governance. Leads or supports technology initiatives through requirements gathering, testing, deployment, documentation, change management, and stakeholder training.

Executes and improves HR operational processes across employee and contingent worker lifecycles. Supports Workday and VNDLY systems, audits worker data, manages integrations and testing, resolves operational issues, and ensures contingent workforce compliance. Partners with HR, Legal, IT, vendors, and business leaders to implement process improvements, maintain documentation, and deliver accurate, consistent HR services.

Configure and support Workday HR systems, analyze business requirements, develop reports, troubleshoot system issues, maintain data integrity, manage workflows and backlogs, document procedures, train users, and support HR systems projects. The role partners with internal and external stakeholders, monitors HRIS trends, and provides solutions across multiple Workday modules, with preferred experience in integrations and security.

The Human Resources Manager serves as a strategic HR partner for administrative departments, supporting recruitment, onboarding, development, performance management, employee relations, compliance, benefits coordination, and offboarding. The role advises leaders and employees, conducts investigations, leads orientation and HR initiatives, maintains Workday records, improves HR processes, and ensures consistent policy application while aligning HR strategies with firm objectives.

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.

The Senior HR Business Partner provides strategic and hands-on employee relations support, managing investigations, risk, employee engagement, performance management, compensation, benefits, talent development, workforce planning, and recruiting partnerships. The role advises leaders and employees, analyzes HR trends, coaches managers, supports organizational initiatives, and improves HR processes. It is hybrid in Pleasanton or San Carlos, California, with approximately 15% travel.

Manages the full HR lifecycle, including employee relations, compliance, performance management, compensation, benefits, leave administration, recruiting, and workforce planning. Advises leaders and employees, oversees investigations and accommodations, analyzes HR metrics, supports organizational effectiveness, and develops talent acquisition strategies. Leads full-cycle recruitment, workforce planning, onboarding, employer branding, and recruiting initiatives while ensuring compliance with employment laws and fostering engagement, inclusion, and retention.

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 operational leaders to develop people strategies, strengthen leadership, manage the talent lifecycle, resolve employee relations issues, support labor relations, analyze workforce trends, improve HR processes, and ensure employment-policy compliance across assigned aviation locations.

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.

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.

The HR Manager partners with administrative departments to provide guidance on employee relations, recruiting, compensation, performance management, training, workforce planning, succession planning, and HR policy compliance. The role manages complex employee issues, supports organizational development, advises on employment laws, and collaborates with HR leadership and specialized teams on benefits, compensation, and talent initiatives.

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.

Serves as a strategic HR advisor to regional business leaders, supporting organizational design, workforce planning, talent management, succession planning, performance management, employee relations, change management, compliance, and workforce analytics. Partners with Talent Acquisition and HR specialists to implement people programs, advises executives, coaches managers, resolves workplace issues, and supports employee development. This hybrid San Diego role includes regular regional campus travel and requires legal U.S. work authorization without sponsorship.

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.