Top HR Jobs in St. Louis, MO

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.

Provides outsourced HR advisory and operational support to clients, including employment compliance, policies, handbooks, employee lifecycle activities, benefits administration, employee relations, and performance management. Manages smaller client engagements, researches employment requirements, coordinates deliverables, communicates HR guidance, and contributes to internal HR tools and process improvements.

Provides employee relations consultation, workplace investigations, policy interpretation, conflict resolution, case management, and manager coaching. Assesses organizational and legal risk, partners with HR, Legal, and business leaders on sensitive matters, analyzes case trends, and recommends process improvements. Maintains confidential case records, supports performance management, and uses Workday, ServiceNow, Microsoft Office, and AI-enabled tools to improve HR service delivery.

Provides strategic HR partnership to business leaders, supporting succession planning, management and performance development, workforce planning, compensation, career development, diversity, change management, and recognition programs. Advises on HR policies and procedures to reduce legal exposure, supports senior executives, leads corporate HR initiatives, leverages technology for operational excellence, and balances strategic and tactical priorities across a multi-state distribution environment. Requires approximately 20% travel.

Advises managers and employees on employee relations, HR policies, compliance, compensation, benefits, performance management, and workforce planning. Analyzes HR data to guide retention, succession planning, engagement, and organizational improvements. Supports change management, talent acquisition, onboarding, leadership development, HR process automation, and compliance audits while partnering with HR leadership and business stakeholders.

Leads human resources strategy and site HR operations for a complex, regulated CDMO manufacturing organization. Partners with senior leaders on workforce planning, talent management, succession, organizational design, leadership development, employee relations, and change management. Uses business, financial, and workforce analytics to guide decisions, leads an HR team, influences across a global matrixed organization, and supports talent attraction, engagement, retention, and organizational growth.

Partners with university leaders and HR stakeholders to develop leadership, learning, performance management, engagement, retention, and diversity initiatives. Designs and facilitates training, manages organizational effectiveness projects and mandatory training programs, coaches leaders on performance processes, administers communications, and uses workforce analytics to inform talent decisions and measure program impact.

Leads site HR operations in a 24/7 manufacturing environment, including employee relations, compliance, benefits, payroll support, recruiting, onboarding, learning and development, performance management, HR strategy, engagement programs, HRIS administration, workforce planning, and continuous improvement. Partners with leadership, manages the HR team and budget, oversees investigations and employment-law compliance, and develops talent and communication initiatives.

Supports workforce planning, staffing and scheduling, talent deployment, performance and rewards processes, employee development, retention initiatives, and complex employee matters. Partners with business leaders and HR teams to manage resource pools, upcoming roll-offs, workforce trends, and attrition. Uses Excel, automation, and AI-enabled tools to analyze workforce data, anticipate talent issues, improve employee experiences, and align talent capacity with business priorities.

The HR Coordinator supports company-wide human resources processes, including full-cycle recruiting, onboarding, orientation, employee records, policy updates, employee relations, background checks, benefits enrollment, compliance, audits, and HR guidance. The role also coordinates job fairs, training programs, communications, and administrative duties while supporting multiple locations. Occasional day or overnight travel is required for audits and training.

Provides administrative and clerical support to Human Resources, including recruitment coordination, onboarding, employee records, payroll and attendance documentation, benefits administration, training support, employee inquiries, and general office tasks. Maintains confidential and accurate personnel information, schedules interviews and meetings, prepares HR documents and reports, supports compliance procedures, and coordinates with employees, applicants, management, payroll, IT, and benefits providers.

Provides administrative support to Human Resources across recruitment, onboarding, employee records, payroll and attendance documentation, benefits administration, employee inquiries, training coordination, and HR reporting. Maintains confidential personnel information, schedules interviews and meetings, supports new hire processes, updates HR systems, tracks records and deadlines, and prepares HR documents. Requires strong organization, communication, attention to detail, discretion, and proficiency with office software and HR-related systems.

Provides administrative and clerical support to Human Resources, assisting with recruitment, hiring, onboarding, employee records, payroll and attendance documentation, benefits administration, training coordination, employee inquiries, and general HR operations. Maintains accurate and confidential personnel records, schedules interviews and meetings, prepares HR documents and reports, supports compliance procedures, and coordinates with employees, applicants, managers, payroll, IT, and benefits providers.

Leads full-cycle recruitment, maintains candidate pipelines, partners with hiring managers, and supports onboarding and hiring initiatives. Handles employee relations, policy administration, engagement, retention, attendance, records, compliance, investigations, performance management, reporting, and general HR administration. Maintains confidential personnel files, coordinates interviews and orientations, tracks recruitment metrics, and supports HR process improvements.

Leads the onsite Human Resources function for a Job Corps Center, overseeing employee relations, recruitment, onboarding, performance management, benefits, leave, workers’ compensation, personnel records, compliance, reporting, and employee development. Advises Center leadership on personnel matters, guides corrective actions and investigations, maintains confidentiality, supports audits, and ensures HR practices meet company, contractual, and regulatory requirements.

Provides HR compliance oversight, processes unemployment claims and appeals, audits HR documentation and handbook acknowledgments, tracks compliance courses and background checks, supports employee relations and leave-of-absence processes, and coaches leaders on compliant HR procedures. Maintains employee records, coordinates separations and reporting, and partners with HR business partners and leadership. This is a hybrid role requiring two onsite days weekly in Chesterfield, Missouri.

Leads enterprise workforce strategy and advises senior executives on complex HR, talent, organizational effectiveness, workforce planning, leadership, succession, and change initiatives. Integrates workforce and business data to identify risks, optimize labor investment, and guide strategic decisions. Coordinates HR centers of expertise, drives enterprise initiatives, addresses systemic workforce issues, and strengthens organizational performance, leadership capability, talent pipelines, and culture across a complex healthcare environment.

Own US benefits administration and support global employee lifecycle processes, including onboarding, offboarding, leave, policies, documentation, and employee inquiries. Maintain HR self-service resources, coordinate with benefits vendors, partner with HRBPs and cross-functional teams, and support performance cycles, employee engagement, and other People Operations initiatives.

Manages human resources operations, employee relations, recruiting practices, onboarding, benefits, compliance, training, records, policies, and supervisory support. Advises managers on performance management, investigations, grievances, and terminations; maintains HR databases and compliance documentation; supports audits and vendor evaluations. The role also supervises staff and requires frequent travel by automobile and airline.

Serves as a strategic HR advisor to leadership and employees, aligning workforce planning, talent management, performance, succession, engagement, and organizational change with business goals. Partners with HR centers of expertise, finance, and department leaders on policies, budgets, talent gaps, employee relations, conflict resolution, and culture initiatives. Uses talent data to guide workforce decisions and promotes an inclusive, positive workplace.

Leads regional human resources activities, guides HR Business Partners, manages employee relations and investigations, supports performance and engagement programs, interprets employment policies and laws, analyzes workforce data, trains HR staff, and partners with leaders on organizational initiatives. The role also provides backup HR leadership, requires regular regional travel, and supports compliance, change management, and workforce planning.

Serves as the on-site HR partner for a remote lodge workforce. Responsibilities include employee relations, investigations, supervisor coaching, staffing, onboarding, retention, employment-law compliance, leave administration, workers’ compensation support, HRIS records, training, and culture initiatives. The role requires living on site during extended rotations, working with frontline employees and leaders, and responding to urgent employee matters when needed.

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.

Supports HR operations, compliance, onboarding, employee records, certifications, training, reporting, events, culture initiatives, proposal resume preparation, acquisition integration, and process improvement. The role partners with Talent Acquisition, manages HRIS data and onboarding documentation, conducts orientations, maintains personnel files, prepares reports, and supports employee communications and company programs.

The Senior HR Generalist manages employee lifecycle activities, including onboarding, offboarding, employee relations, performance reviews, development plans, HR compliance, policy updates, records management, HR reporting, and employee engagement initiatives. The role advises employees and managers, supports a positive workplace culture, maintains confidential HR data, and improves HR processes across assigned departments.