Top HR Jobs in St. Louis, MO

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.

Partners with leaders and HR teams to support talent attraction, retention, employee relations, engagement, workforce planning, leadership development, performance management, and career progression. Acts as an HR consultant and advisor, resolves employee inquiries and issues, implements HR programs and policies, and connects HR strategies to business outcomes across a global supply chain organization.

The Senior Director, HR Business Partnering at MongoDB will lead HR strategies, talent management, and organizational design to drive business growth and culture. The role involves partnering with senior leaders, influencing decisions, and managing a global HRBP team.

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.

Coordinates student employment programs, adjunct and employee onboarding, employment compliance, Form I-9 processing, graduate assistantships, apprenticeships, and seasonal worker onboarding. Maintains employee records, personnel files, organizational charts, budgets, communications, and HR documentation while supporting HR initiatives. Requires strong organization, attention to detail, confidentiality, communication, policy interpretation, and the ability to manage high-volume processes and deadlines.

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.

Serve as the strategic HR partner for G&A leaders, leading organizational design, restructuring, performance calibration, leadership coaching, change communication, and people-program implementation. Use employee data, engagement insights, AI tools, and headcount models to guide decisions and identify organizational risks. Support globally distributed teams while handling sensitive personnel information with discretion and partnering with senior executives across Finance, Legal, Compliance, and People functions.

Supports property HR operations, recruitment coordination, employee investigations, performance management, policy interpretation, training, exit interviews, unemployment claims, engagement initiatives, compliance, and HR data analysis. Partners with HR business partners and property leadership to improve employee relations, retention, morale, and productivity. Requires flexibility for shifts, holidays, nights, and weekends.

Coordinates corporate HR operations including HRIS administration, onboarding, compliance reporting, employee records, offboarding, engagement activities, and employee inquiries. Maintains accurate data across Workday, UKG, and Oracle HRMS; supports audits, E-Verify, I-9 tracking, system testing, process documentation, and HR projects. Serves as the on-site HR contact while collaborating with HR, IT, payroll, and business teams.

Supports HR data and records management using Workday, including HCM transactions, payroll and leave data, academic appointments, salary planning, reporting, audits, and corrections. Responds to departmental policy and process questions, resolves HR and payroll issues, validates documentation, maintains data integrity, meets service-level deadlines, and supports business process testing and team operations.

Leads the full HR function, including recruiting, development, performance management, compensation, benefits, employee relations, compliance, and HR operations. Coaches managers, oversees the HR team, advises on employment law and workplace matters, manages benefits and compensation programs, and ensures consistent policies, documentation, reporting, and risk-management practices across a frontline distribution organization.

Supports Missouri employees and leaders through employee relations, performance management, leave administration, onboarding, workforce reporting, and manager coaching. Handles HR cases independently, escalates complex matters appropriately, tracks Agent ID and background-check requirements, administers Wurk data, and supports compliance with employment laws. Partners with leaders on workforce insights, engagement, training, and performance execution while maintaining accurate documentation and timely reporting.

Serves as a strategic HR advisor to managers and employees, handling employee relations, investigations, policy compliance, compensation, benefits, performance management, workforce planning, and succession planning. Analyzes HR data and presents insights to leadership, supports organizational change and engagement initiatives, partners with talent acquisition on hiring and onboarding, and improves HR processes, reporting, and system automation.

Owns multi-state HR compliance across federal, state, and local requirements. Responsibilities include maintaining compliance calendars, monitoring regulatory changes, managing I-9/E-Verify, ADA accommodations, EEO-1 reporting, workers’ compensation, OSHA records, unemployment claims, labor posters, audits, remediation, and compliance training. Partners with HRIS, Payroll, Benefits, field leadership, and Legal to maintain audit-ready processes and escalate risks.

Serve as strategic HR partner to a 2,000+ R&D organization, leading org design, performance calibration, people programs, engagement analysis, and coaching senior leaders to scale the org and improve talent outcomes.

One-year Human Resources development program featuring three HR rotations, mentorship, training, executive exposure, and early-career programming. Associates may work across HR business partnering, talent acquisition, compensation, benefits, development, shared services, and employee relations. Responsibilities include HR research, analytics, dashboards, compensation projects, leadership materials, colleague experience initiatives, acquisition integration, and diversity strategies. Successful graduates transition into full-time HR roles.

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.

Lead and oversee HR service delivery across the employee lifecycle, executing complex Workday/HRIS transactions, coordinating projects and process improvements, producing reports and metrics, ensuring compliance and audit readiness, and partnering with cross-functional teams to maintain data integrity and operational excellence.

Partners with business leaders on employee engagement, performance management, employee relations, workforce planning, talent assessment, organizational design, and manager capability. Coaches leaders through complex people issues, uses workforce and engagement data to guide decisions, supports organizational changes, and collaborates cross-functionally on talent, training, and HR initiatives. The role is remote on the East Coast with hybrid work during transition and requires up to 25% travel.

Sources and engages candidates, builds talent pipelines, develops Boolean searches, manages applicant tracking data, supports recruitment marketing and employer branding, posts jobs, tracks sourcing metrics and expenditures, and collaborates with hiring managers and talent acquisition teams to improve hiring outcomes and candidate experience.

Provides strategic HR partnership to academic and administrative leaders, advising on performance management, workforce planning, talent development, organizational design, employee engagement, and compliance. Leads implementation of HR programs, change management, workforce initiatives, and organizational restructuring. Uses HR metrics and dashboards to identify trends and guide decisions, collaborates with HR centers of excellence and campus partners, and supports communications, policy improvement, retention, and inclusion efforts.

Remote HR internship supporting recruitment, onboarding, employee records, engagement, HR operations, compliance documentation, performance management assistance, and general HR administrative tasks.

Remote HR internship supporting end-to-end talent acquisition. Responsibilities include posting job openings, screening resumes, shortlisting candidates, coordinating interviews, scheduling, and maintaining candidate data. The role includes weekday work from 9 AM to 6 PM, a Saturday discussion session, mentorship, networking, and an internship certificate upon completion.

Provides independent federal HR support across staffing, classification, benefits, employee relations, information systems, and policy development. Serves as a project lead, collaborating with stakeholders to implement project objectives and deliver HR services for current or future federal government clients.