Top HR Jobs in Tampa, FL

Provides outsourced HR advisory and operational support to clients, including employment compliance, handbooks and policies, employee lifecycle processes, benefits administration, employee relations, and performance management. Manages smaller client engagements, coordinates deliverables, researches employment requirements, communicates HR guidance, and escalates complex issues. Contributes to internal HR tools, templates, and process improvements while maintaining current knowledge of employment trends.

Provides comprehensive HR support, including employee relations, investigations, leave and accommodation coordination, benefits enrollment, training, HRIS and payroll maintenance, compliance audits, compensation processes, reporting, and budget planning. Advises employees and leaders on workplace policies, performance, conflicts, and employment practices while supporting organizational initiatives.

Manages complex employee relations matters, including workplace investigations, corrective actions, performance concerns, policy interpretation, conflict resolution, and employment compliance risks. Advises managers and employees, maintains confidential case files, identifies trends, prepares reports, coordinates with HR leadership and employment counsel, and supports sensitive matters such as workplace violence, accommodations, agency inquiries, and litigation-related requests.

Serves as a strategic HR advisor to senior executives, developing talent strategies, organizational designs, workforce plans, and change initiatives. Uses data-driven insights to influence business decisions, improve organizational performance, and address complex talent needs. Leads cross-functional HR programs, coaches executive leaders, mentors HR professionals, partners with Finance and HR centers of excellence, and manages people-related risk and compliance.

Provides HR guidance to leadership and employees, supporting employee relations, performance management, compensation, benefits, payroll, onboarding, training, compliance, recordkeeping, recruiting, and employee engagement. Maintains personnel documentation and payroll data, answers policy and regulatory questions, monitors employment metrics, and leads morale and professional development initiatives. Requires knowledge of employment laws, HR practices, and confidential information management.

Supports the St. Petersburg manufacturing site by aligning HR strategies with business goals, advising leaders on workforce planning and organizational change, ensuring employment-law compliance, managing leave and accommodation cases, driving performance management, developing training programs, and resolving employee and manager concerns. Serves as an HR systems subject matter expert, including Workday, and uses workforce data to inform decisions.

Processes employee HR inquiries involving policies, benefits, payroll, leave, workers’ compensation, and related programs. Uses HR knowledge bases and reference materials to resolve issues, explains benefits, liaises with vendors and carriers, identifies recurring problems, improves processes, and escalates complex cases. Requires strong interpersonal, customer service, communication, organizational, confidentiality, and multitasking skills, along with experience using HRIS, timekeeping, and payroll applications.

Administers HR programs including benefits, performance management systems, onboarding, employee records, compliance, separations, HRIS data, reporting, and employee communications. Provides manager training and support, maintains policies and procedures, coordinates new hire orientation, processes I-9 and E-Verify requirements, conducts exit activities, and supports HR projects and office administration.

Manages onboarding, employment offers, documentation, visa compliance, medical clearance, scheduling, and travel logistics for shipboard theatrical production crew. Coordinates with hiring partners, HR, medical, travel, deployment, and theatrical operations teams. Maintains confidential crew records, updates scheduling systems, supports ship assignments, and resolves contract, leave, and crew movement requests.

Assist with designing, implementing, communicating, and administering employee development and talent management programs. Responsibilities include creating manufacturing and leadership training, developing Workday talent and learning modules, and supporting succession planning and employee development processes. The intern will also communicate with management, handle confidential employee information, and support related human resources activities.

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.

Recruit technical field technicians nationwide by posting jobs, sourcing candidates, conducting screenings, coordinating interviews, and maintaining talent pipelines. Manage onboarding, background checks, tax and payment documentation, employee and contractor records, compliance and insurance tracking, and technician inquiries. Support HR leadership with policy implementation, reporting, and administrative tasks while managing high-volume recruiting across multiple time zones.

Supports the full range of HR functions, including recruiting, onboarding, employee relations, compliance, HRIS administration, payroll and benefits support, compensation analysis, performance programs, and HR projects. Partners with employees, managers, and HR leadership on investigations, policies, employment law compliance, reporting, and talent initiatives. The role also leads regional projects and identifies opportunities to use AI tools to improve HR processes and employee experience.

Provides hands-on HR support across multiple clients, including payroll and benefits administration, employment compliance, workers’ compensation and unemployment matters, employee records, HR policies, handbooks, and job descriptions. The role also improves HR processes, coordinates vendors, supports client leadership, manages confidential information, and develops standardized workflows and documentation.

The HR Generalist partners with U.S. employees and managers on employee relations, benefits, leave and accommodations, compliance, and HR operations. Responsibilities include administering health and welfare benefits, 401(k) plans, payroll deductions, open enrollment, compliance filings, policies, investigations, performance processes, and HR documentation. The role also researches employment requirements, resolves sensitive issues, improves processes, and collaborates with payroll, finance, legal counsel, vendors, and HR leadership.

Leads CNI’s enterprise HR function across employee experience, total rewards, HR operations, talent acquisition, workforce engagement, and learning. Partners with the Chief People Officer to execute people strategy, transformation, governance, compliance, workforce planning, and organizational change. Advises executives, leads HR directors, strengthens operational performance, uses workforce analytics, and ensures scalable, compliant HR practices across multiple companies, contracts, and geographically dispersed teams.

Designs, develops, facilitates, and evaluates employee learning programs, including onboarding, compliance, professional development, and competency training. Creates instructional materials using adult learning and ADDIE principles, administers LMS content and records, analyzes training data in Excel, coordinates training logistics, and partners with supervisors and subject matter experts. Maintains approved, compliant learning documentation and recommends improvements to curricula and delivery.

Leads HR strategy and business partnership for manufacturing operations. Advises leaders on employee relations, organizational effectiveness, talent management, performance management, recruitment, succession planning, compensation, and labor relations. Oversees union-related initiatives and collective bargaining preparation, ensures policy compliance, and coaches HR professionals and HR Business Partners. Supports retention, workforce planning, employee development, and alignment of talent with business objectives.

The HR Data Analyst develops and maintains workforce dashboards, KPIs, reports, and automated analytics solutions. They analyze employee lifecycle, engagement, retention, talent, learning, rewards, and HR operations data to identify trends and provide recommendations. The role partners with HR and business leaders, presents insights, ensures data quality and compliance, and improves reporting processes through governance, validation, automation, and data modeling.

Supports HR compliance, process governance, audits, policy maintenance, SOP development, workflow improvement, data analysis, and cross-functional HR projects. Coordinates regulatory requirements, corrective action plans, process metrics, system changes, training, and HR-related mergers and acquisitions. Partners with HR Operations, Payroll, Benefits, Legal, HR Systems, and business leaders to improve controls, accuracy, scalability, and operational effectiveness.

Serves as a strategic HR advisor to senior leaders and managers across U.S., Canadian, and international client groups. Leads workforce planning, talent management, organizational effectiveness, change initiatives, employee relations, compliance, and HR process improvements. Uses ADP Lyric, Workday, people analytics, and HR metrics to support decisions and improve operational efficiency. Coaches leaders, manages complex employee issues, supports reorganizations and integrations, and partners with HR Centers of Excellence on scalable people solutions.

Build and manage IJM’s global alumni community, including engagement journeys, mentorship, events, communications, and relationships with former interns and fellows. Own alumni data migration and maintenance in Salesforce, develop dashboards and metrics, and report on engagement, fundraising, volunteering, and recruitment outcomes. Partner with talent, advancement, and program teams to leverage alumni for referrals, fundraising, advocacy, and mission priorities. The role is hybrid in Washington, DC or remote for non-local candidates.

Supports recruiting, onboarding, interview coordination, HR events, employee engagement, workforce planning, reporting, HR technology, and process improvement initiatives while maintaining confidential information and collaborating with HR professionals and business leaders.