Top Senior HR Jobs in Tampa, FL

Provides outsourced HR consulting and support to clients across benefits administration, performance management, onboarding, offboarding, compliance, HRIS optimization, documentation, and general HR operations. Builds client relationships, addresses HR concerns, researches employment regulations, improves processes, and contributes to service-line growth and business development.

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.

Provides HR partnership and services across a U.S. region, advising leaders on employee relations, performance management, staffing, engagement, compliance, investigations, labor relations, and organizational changes. The role drives recruiting, onboarding, HR reporting, benefits communication, policy improvement, and employment-law compliance across union and non-union environments. It is remote, supports employees across U.S. time zones, and requires 25–35% national travel.

Supports an international division by advising leaders on employee relations, labor relations, performance management, compensation, organizational design, workforce planning, succession planning, and HR risk. Leads change management, training initiatives, process improvements, and special projects while partnering with recruiting and other corporate functions. Coaches managers on HR policies, employment laws, discipline, benefits, and development programs.

Leads strategic HR support for non-acute business divisions, partnering with executives on workforce planning, talent management, engagement, performance, compensation, compliance, organizational development, and change management. Oversees HR functions, advises leaders, develops people strategies, addresses retention and talent needs, supports reorganizations, and ensures HR initiatives align with organizational objectives.

Oversee daily HR operations across companies including employee relations, benefits administration, compliance, performance management, talent acquisition, training and development, investigations, disciplinary actions, compensation analysis, and maintaining personnel records. Provide guidance to managers and ensure adherence to federal, state, and local employment laws and HR best practices.

Leads HR compliance, operations, governance, systems administration, data governance, workforce reporting, and process improvement. Oversees employment compliance programs, audits, HR lifecycle workflows, Dayforce HRIS administration, data quality, dashboards, and analytics. Partners with Legal, Payroll, Finance, Talent Acquisition, and operational leaders to improve controls, automate processes, ensure regulatory compliance, and deliver efficient employee experiences. Manages cross-functional projects and develops HR Operations team members.

Partners with business leaders and employees on HR strategy, employee relations, investigations, workforce planning, organizational design, performance management, talent development, compensation, and engagement. Advises leaders, resolves workplace issues, trains managers, leads HR programs and strategic initiatives, and supports change management. The role also requires business travel and operation of a company or personal vehicle.

Owns Crowe’s contingent worker and contractor management lifecycle, including worker classification, requisitions, SOWs, onboarding, extensions, compliance obligations, offboarding, records, audits, and risk controls. Advises business leaders and partners with Legal, Talent, Finance, and other stakeholders to ensure compliant engagement practices. The role also improves contractor lifecycle procedures, reporting, controls, and stakeholder communications across business units.

Manages HR operations, employee benefits, 401(k) administration, compliance, performance reviews, compensation processes, training, employee relations, and handbook maintenance. Provides guidance on sensitive HR matters, supports organizational reporting, coordinates with talent acquisition, and oversees benefits renewals and open enrollment. The fully remote role requires U.S. work authorization and occasional travel to company offices or events.

Leads HR transformation across UKG Pro implementation, HR process optimization, AI and workflow automation, analytics, and HR Operations. Owns project planning, vendor management, system configuration, dashboards, and employee lifecycle processes including onboarding, offboarding, employee data, and frontline HR support. Requires hands-on full-cycle UKG Pro implementation leadership in a complex, multi-state workforce environment.

Manage end-to-end payroll for exempt and non-exempt employees while supporting HR operations, benefits, employee lifecycle transactions, compliance, reporting, audits, and HRIS administration. The role requires expertise with ADP Workforce Now and Deltek, payroll tax and benefits reconciliation, employee relations support, confidential recordkeeping, system troubleshooting, and process improvement.

Provides strategic HR consulting and coaching to leaders across the employee lifecycle. Responsibilities include employee and labor relations, performance management, compensation, organizational design, workforce and succession planning, training oversight, change management, compliance, risk mitigation, and HR process improvement. Partners with recruiting and corporate HR teams, advises managers on policies and employment laws, leads organizational projects, and delivers training programs.

Supports an international division by advising leaders across the employee lifecycle. Responsibilities include employee and labor relations, performance management, compensation administration, organizational design, workforce and succession planning, training oversight, policy guidance, conflict resolution, change management, and HR risk mitigation. The role partners with recruiting and other corporate functions, leads organizational projects, and delivers management and staff development programs.

Supports an international division by advising leaders across the employee lifecycle, including employee and labor relations, performance management, compensation, organizational design, workforce planning, succession planning, training, and change management. Coaches managers, oversees development programs, manages HR risks, supports restructures, administers compensation changes, facilitates conflict resolution, and leads HR-related projects and process improvements.

Leads human resources strategy for supply chain facilities, including full-cycle recruiting, talent assessment, retention initiatives, employee relations, training, and workforce metrics. Manages and develops HR Business Partners, builds location-specific talent pipelines, supports conflict resolution and investigations, and partners with facility leadership on human capital priorities. The role is conducted remotely and requires travel to buildings and partnership locations.

Supports HR operations for employees across multiple states, with a primary focus on California. Responsibilities include employee relations, onboarding, training, performance management, investigations, policy implementation, HRIS reporting, handbook maintenance, and compliance with employment and benefits laws.

Manages the HR Systems Team and oversees Workday and other HR applications, including administration, security, upgrades, installations, testing, reporting, data analysis, vendor relationships, service requests, and technical policies. The role also coordinates projects, evaluates HR software, supports administrators, and ensures systems meet organizational needs.

Partners with HR stakeholders and technical teams to improve HR technology and business processes. Gathers and documents requirements, maps workflows, evaluates impacts, facilitates solution reviews, and oversees end-to-end and user acceptance testing. Supports HR technology implementations, process automation, post-deployment activities, knowledge transfer, and stakeholder communication while managing risks, dependencies, priorities, and project deliverables.

Serves as a strategic HR advisor to leaders across the organization, shaping workforce planning, organizational effectiveness, talent strategies, employee experience, and HR programs. Uses HR systems, data, analytics, and emerging AI technologies to inform decisions and improve processes. Leads cross-functional HR initiatives, change management, compliance efforts, and stakeholder engagement while supporting talent attraction, development, engagement, and retention.

Manages complex employee relations cases, workplace investigations, corrective actions, performance concerns, policy interpretation, conflict resolution, and employee separations. Advises managers and leaders, assesses legal and compliance risks, maintains confidential case files, coordinates with employment counsel, tracks case trends, and recommends training or process improvements. The role is fully onsite in Tampa, Florida, Monday through Friday.

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 strategic HR partnership to business directors and senior leaders across a complex, multi-site logistics operation. Responsibilities include workforce planning, organisational design, talent and succession, leadership development, employee relations, change management, people analytics, and coaching HR professionals. The role translates business priorities into measurable people strategies, supports senior decision-making, and requires regular travel across the South and East Midlands.

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.

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.