Top HR Jobs in Tampa, FL

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.

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.

The Senior HR Business Partner will drive organizational effectiveness and talent outcomes, using data-driven insights to shape people strategies and improve team performance in a global, fast-paced environment.

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.

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.

Supports hotel HR operations across full-cycle recruiting, onboarding, training coordination, certification tracking, benefits administration, employee communications, and compliance documentation. The role assists with recruiting events, diversity outreach, employee initiatives, training materials, surveys, records, reports, and HR administrative tasks while providing responsive service to employees, candidates, managers, and hotel leadership.

Supports payroll, benefits, high-volume recruiting, onboarding, employee orientation, HRIS updates, personnel records, employee engagement, and staff support. The role processes bi-weekly payroll, manages employee status changes, tracks new-hire data, maintains HR files, and builds collaborative relationships with employees and leaders. Long-term care or nursing home HR experience is preferred.

The HR Generalist supports payroll, benefits, recruiting, onboarding, employee engagement, retention, HRIS updates, personnel records, employee status changes, and weekly new-hire orientation. The role also provides staff support, maintains payroll and personnel files, tracks onboarding data, ensures timely payroll processing, and builds collaborative relationships with employees and leaders. Long-term care or nursing home HR experience is preferred.

The HR Generalist manages biweekly payroll, high-volume recruiting, employee status changes, personnel files, HRIS updates, onboarding, weekly orientation, employee support, engagement, retention, benefits, and compliance-related HR processes. The role requires effective multitasking, deadline management, familiarity with time and attendance systems, and the ability to build trusting relationships with employees and leaders. Long-term care HR experience and UKG or Oracle HRIS knowledge are preferred.

Supports payroll, recruiting, employee status changes, personnel files, HRIS updates, onboarding, new-hire orientation, employee support, engagement, and retention. The role requires knowledge of labor regulations, employee relations, compensation and benefits, recruiting, training, and timekeeping systems. Experience in long-term care or nursing home HR, UKG, Oracle, and other HRIS or cloud systems is preferred.

Supports payroll, recruiting, onboarding, employee orientation, benefits, HRIS updates, personnel records, employee engagement, and staff customer support. The role processes bi-weekly payroll, manages employee status changes, tracks new-hire data, and builds relationships with employees and leaders. Long-term care or nursing home HR experience and familiarity with UKG, Oracle, HRIS/HRIM, and cloud systems are preferred.

The Human Resources Generalist supports payroll, benefits, high-volume recruiting, onboarding, employee engagement, retention, employee relations, and HR administration. Responsibilities include processing bi-weekly payroll, maintaining personnel records and HRIS data, managing new-hire orientation, tracking onboarding information, processing employee status changes, and providing staff support. The role requires knowledge of labor regulations, compensation and benefits, recruiting, training, and timekeeping systems. Long-term care HR experience and familiarity with UKG, Oracle, and other HRIS platforms are preferred.

Supports payroll, benefits, recruitment, onboarding, employee orientation, engagement, retention, personnel records, HRIS updates, and employee customer support. The HR Generalist processes biweekly payroll, manages status changes, tracks new-hire onboarding data, maintains personnel files, and builds collaborative relationships with staff and leaders. Long-term care or nursing home HR experience is preferred.

The Human Resources Generalist manages bi-weekly payroll, personnel files, HRIS updates, employee status changes, high-volume recruiting, onboarding, new-hire orientation, employee engagement, retention, and staff support. The role also provides guidance on labor regulations, benefits, employee relations, compensation, recruiting, and training while building trusted relationships with employees and leaders. Long-term care or nursing home HR experience and familiarity with UKG or Oracle-based HR systems are preferred.

Supports payroll, recruiting, onboarding, employee orientation, benefits, employee engagement, retention, personnel records, HRIS updates, and employee support. Processes bi-weekly payroll, manages status changes, tracks new-hire data, maintains personnel files, and builds collaborative relationships with employees and leaders. Long-term care or nursing home HR experience is preferred.

Manage payroll, recruiting, onboarding, employee orientation, benefits, HRIS updates, personnel records, employee status changes, and staff support. The HR Generalist will maintain accurate payroll and HR data, support employee engagement and retention, ensure compliance with labor regulations, and build trusted relationships with employees and leaders. Long-term care or nursing home HR experience is preferred.

Supports payroll, benefits, recruiting, onboarding, employee engagement, retention, HRIS updates, personnel files, employee status changes, and weekly new-hire orientation. Provides staff support and builds collaborative employee relationships while ensuring accurate biweekly payroll and timely processing of HR changes. The role requires knowledge of labor regulations, employee relations, compensation, benefits, recruiting, training, and HR systems, with long-term care experience preferred.

Supports payroll processing, high-volume recruiting, employee status changes, personnel files, HRIS updates, onboarding, new-hire orientation, employee engagement, and staff support. Builds collaborative relationships with employees and leaders while ensuring timely HR administration and compliance. The role requires knowledge of labor regulations, benefits, compensation, employee relations, recruiting, training, and time-and-attendance systems.

Supports payroll, benefits, high-volume recruiting, onboarding, employee engagement, retention, employee relations, HRIS updates, personnel records, status changes, and weekly new-hire orientation. Provides staff support and builds collaborative workplace relationships while ensuring accurate, timely payroll and compliance with HR processes. Long-term care or nursing home HR experience is preferred.

Provides employee relations support to field and corporate HR, advising management on employment laws, company policies, discipline, investigations, corrective actions, and separations. Partners with leadership to address systemic issues, supports FMLA and ADA administration, coordinates with legal counsel and government agencies, ensures HR compliance, conducts management training, and represents the organization in employment-related hearings. Travel for site visits, investigations, audits, and legal matters may reach 30%.

Leads regional HR strategy across Southeast and Mid-Atlantic television stations and corporate functions. Advises executives, manages five HR professionals, drives organizational design, workforce planning, talent, engagement, performance, employee relations, change initiatives, and consistent HR program delivery. Uses workforce data to inform decisions, partners with HR centers of excellence, and travels regularly to assigned locations.

Supports HR and accounting administration, including payroll, benefits, onboarding, employee records, training documentation, and employee relations. Performs accounting tasks such as accounts payable matching, payment posting, cash applications, customer and vendor setup, inventory adjustments, reporting, and spreadsheet maintenance in SYSPRO. Assists with physical inventory, quality auditing, continuous improvement projects, communications, and administrative filing while maintaining confidentiality and compliance with company procedures.

Supports employee and union relations, labor contract administration, recruitment, performance management, investigations, compliance, training, compensation and benefits, HRIS administration, reporting, and workplace safety initiatives in a unionized manufacturing facility. Partners with managers, employees, and union representatives to resolve workplace issues, support negotiations, improve engagement, and ensure compliance with labor laws and organizational policies.

Partners with business leaders and employees to align HR and business strategies. Leads talent management, succession planning, staffing, onboarding, leadership development, compensation, performance management, employee engagement, change management, and HR programs. Advises on employment and labor relations, including union contracts, grievances, negotiations, and arbitrations. Uses workforce data and HR metrics to inform decisions, supports organizational transformations, and coaches HR team members and people leaders.

Manage full-cycle recruiting and serve as an HR Business Partner for the Tampa site. Partner with managers, coach employees, support performance and compensation processes, drive engagement and culture, guide workforce planning, maintain compliant HR operations, and provide regional support to other sites. The role requires independent execution in a fast-paced, high-growth technology environment and includes approximately 30% regional travel.