Top Senior 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.

Leads the human resources function, including talent acquisition, retention, employee development, performance management, compliance, payroll, benefits, compensation, HRIS administration, and organizational change. Partners with senior leadership to align workforce strategies with business objectives, manages the HR team, develops culture and engagement initiatives, and ensures effective HR operations across multiple locations.

Provides advanced HR operations and customer service support through ServiceNow and Workday. Processes employee transactions, organizational changes, leaves, terminations, benefits documentation, payroll inputs, and HR tickets. Resolves escalated issues, maintains confidential records, supports leaders and employees, updates procedures, manages knowledge transfer, and assists with audits and projects.

Leads HR enablement and transformation initiatives by translating people strategies into scalable implementation, readiness, communication, training, and adoption approaches. Partners with HR Centers of Expertise, HR Business Partners, communications teams, and enterprise stakeholders to improve execution consistency and business outcomes. Develops deployment frameworks, toolkits, and practitioner capabilities; evaluates adoption metrics and feedback to drive continuous improvement. Identifies implementation risks and facilitates alignment across matrixed stakeholder groups.

Oversees the organization’s HR functions, including staff leadership, HR strategy, recruitment, retention, performance management, employee relations, labor relations, compliance, training, and HR reporting. Partners with senior leadership and cross-functional teams to address organizational challenges, drive performance, resolve conflicts, and support business objectives.

Manage full-cycle recruiting for business professionals and select attorney roles, including intake, sourcing, screening, interviews, selection, offers, and pre-boarding. Partner with hiring leaders and HR stakeholders, maintain candidate and requisition data, support background and reference checks, ensure compliance and confidentiality, advise on talent markets, manage search partners, and contribute to recruiting analytics, process improvements, career events, and university outreach.

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.

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.

Leads NRDC’s HR technology strategy, HRIS governance, systems implementations, integrations, data integrity, reporting, compliance, and operational workflows. Owns Dayforce HCM and partners with HR, IT, Finance, Payroll, Legal, and vendors to optimize employee lifecycle processes, automate workflows, improve system usability, and support secure, accurate workforce data. Manages and develops the HRIS team while overseeing onboarding, benefits, payroll connections, offboarding, documentation, change management, and technology portfolio improvements.

Leads the global HR Partner team and serves as a strategic HR advisor to executives and internal clients. Responsibilities include workforce planning, organizational design, talent management, employee relations, compensation, DEI, policy interpretation, investigations, performance management, HR analytics, and organization-wide HR initiatives. The role manages team performance, partners with senior leaders, ensures legal and regulatory compliance, and travels to NRDC offices up to 20% annually.

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.

Supports the full employee lifecycle, including payroll, benefits, leave administration, employee relations, performance management, investigations, HRIS data integrity, onboarding, compensation, talent management, compliance, and HR process improvement. Serves as a trusted HR resource to employees and managers while providing operational support across the organization.

Manages HR systems strategy, administration, optimization, integrations, data integrity, governance, reporting, and analytics. Partners with HR, IT, Finance, and business leaders to translate requirements into system solutions, improve workflows, support upgrades, and evaluate AI-enabled tools. Serves as the HR technology subject matter expert and may mentor others without formal supervisory responsibility.

Partner with senior leaders and managers on organizational design, workforce planning, talent development, performance management, employee relations, compensation cycles, and change management. Coach leaders, improve People programs, use Rippling and AI-enabled tools to analyze workforce data, and turn organizational insights into practical improvements across the employee experience.

Performs broad HR generalist duties including onboarding, offboarding, benefits and leave administration, employee relations, performance management, compensation, HRIS administration, policy implementation, employment law compliance, reporting, and employee investigations. Partners with managers and employees, supports training and organizational initiatives, maintains personnel records, and develops HR programs and solutions.

The Director of Human Resources partners with the Bagcraft operating unit and leads HR professionals across six U.S. manufacturing sites. Responsibilities include HR strategy, leadership coaching, employee engagement, recruiting, talent management, organizational development, change management, HR analytics, legal compliance, and labor relations. The role oversees union relationships, collective bargaining, grievances, and arbitration while partnering with centers of excellence in talent acquisition, compensation, benefits, and employee experience. Travel of up to 40% within the United States is required.

Senior HR Business Partner supporting Sales and field-based commercial teams across US and Canada. Provide strategic HR partnership to executive and senior leaders on talent strategy, organization design, succession planning, leadership development, change initiatives, performance management, employee relations, and workforce analytics. Collaborate with HR Centers of Excellence and cross-functional stakeholders to deliver integrated HR solutions, coach leaders, and improve organizational effectiveness and employee experience.

Provides day-to-day HR partnership to assigned business groups, advising managers on employee relations, performance management, talent processes, workforce planning, organizational changes, compensation, and employee lifecycle matters. Analyzes workforce trends, supports investigations and people programs, guides organizational effectiveness initiatives, and partners with senior HR leaders and cross-functional People teams in a remote-first environment.

Strategic HR partner supporting multiple business units by aligning people strategy with organizational goals. Responsibilities include workforce planning, organizational design, talent management, succession planning, employee relations, organizational change, leadership coaching, and data-driven workforce decisions. The role partners with Finance and HR functions to execute scalable initiatives while addressing day-to-day HR needs.

Design evaluation tasks for AI systems in talent management, employee relations, compensation, compliance, and organizational design. Create HR scenarios, reference outputs, policies, investigation reports, compensation analyses, organizational design proposals, and expert-level rubrics across US and international employment-law frameworks. Apply HR methodologies and enterprise HR tools while distinguishing senior HR judgment from generic knowledge.