Top HR Jobs in Wichita, KS

Serve as strategic HR partner to G&A senior leaders, leading org design and restructures, driving performance calibration, using data and AI tools to surface org health risks, and translating people strategy into measurable outcomes across global, high-growth teams.

Partners with Claude Corps leaders and managers on employee relations, performance, policies, and workforce needs. Owns high-volume, multistate fellow onboarding, including background checks, I-9, payroll, benefits, records, and employment documents. Manages onboarding support staff, oversees workload and quality, handles leave and accommodation coordination, maintains HR guidance, and improves processes through technology and automation.

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.

Configure and support Workday Core HCM termination and offboarding processes, including business process routing, approvals, security, notifications, reporting, and integrations. Troubleshoot complex employee separation scenarios and downstream impacts on payroll, benefits, time tracking, security, and recruiting. Partner with HR, Payroll, Benefits, IT, and Security teams, perform testing, support production escalations, and assess Workday release functionality.

Configure and support Workday Core HCM, Personal Information, business processes, EIBs, employee documents, reporting, and calculated fields. Lead HR data migration, conversion, validation, reconciliation, mass updates, troubleshooting, testing, release assessments, and production support. Partner with HR, Payroll, Recruiting, Compensation, IT, and other stakeholders to deliver scalable Workday solutions and maintain data integrity.

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.

Supports the HR Recruiting Team with career fairs, hiring events, career days, hiring tasks, internship program administration, research projects, daily administrative work, and department efficiency initiatives. Participates in professional development and shadowing opportunities within the bank.

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 on-site human resources functions by maintaining confidential employee records, assisting with investigations and personnel actions, advising on site policies, managing SharePoint and StepQ databases, providing IT support, facilitating new-hire orientation, and conducting monthly associate check-ins.

Coordinates center administrative operations across human resources, payroll, workforce management, resident financial services, compliance, recruitment, onboarding, personnel records, benefits, and leave support. Reviews billing and collections information, processes payroll updates, maintains confidential records, supports employee engagement and training, and communicates with residents, applicants, team members, leaders, government agencies, and business partners.

Designs and implements learning and development programs, partners with HR and business leaders to assess workforce needs, manages learning management system activities, tracks enrollment and completion data, analyzes program metrics, and improves training effectiveness. The role supports leadership development, workforce planning, regulatory alignment, and organizational goals while maintaining strong collaboration and data integrity.

Manage end-to-end payroll through a PEO, administer HRIS data, support employees with payroll and HR inquiries, ensure multi-state compliance, generate reports, and optimize HR workflows. Lead the organization’s 2027 transition from its PEO to an independent payroll and HR technology stack, including system selection, implementation, tax setup, SOP development, controls, and employee training.

Supports employee relations, workplace investigations, HR compliance, policy administration, employee lifecycle processes, training, and strategic HR initiatives. Advises managers, ensures consistent policy application, monitors employment-law compliance, identifies workforce trends, and maintains confidentiality while partnering with HR leadership and field teams.

Manages day-to-day Kampala office administration and coordinates local human resources processes, including recruitment, onboarding, employee records, contracts, leave, payroll inputs, performance management, learning activities, and employee relations support. Oversees office services, facilities, travel administration, meetings, compliance, records, and administrative procedures while ensuring alignment with organizational policies and Ugandan laws.

Build, modify, test, and troubleshoot Workday HCM reports and dashboards supporting HR and workforce metrics. Audit data accuracy, maintain compliance and administrative reporting, gather requirements, resolve end-user issues, and train HR stakeholders. The role recommends improvements to reporting layouts, security roles, workflows, and data processes while handling sensitive HR information and collaborating with IT, Finance, Supply Chain, and vendors.

Lead Clinigen’s global HR Business Partner organization and advise senior executives on workforce, organization, talent, succession, leadership, performance, and change strategies. The role develops regional HRBPs, drives organization design and workforce planning, supports transformation, restructuring, M&A integration, and strengthens a globally consistent HRBP operating model while preserving regional expertise.

Leads global Total Rewards, including compensation, benefits, incentives, recognition and mobility, while overseeing People Operations, HR systems, payroll governance, workforce data and reporting. Owns the HR technology roadmap, process automation, data standards, executive dashboards and global payroll controls. Partners with Finance, IT, Legal and business leaders to deliver scalable employee processes, and leads a team spanning Rewards and People Operations.

Leads HR People Enablement operations by designing scalable processes, establishing governance and controls, managing continuous improvement, and coordinating major HR cycles such as Open Enrollment and Year-End Rewards. Partners cross-functionally with HR, Finance, Payroll, IT, Legal, and external providers to improve service quality, manage risks, track roadmaps, and support executive decision-making.

Supports and optimizes Workday and other HR technology platforms, develops reports, dashboards, metrics, and workforce analytics, and maintains HR data quality, governance, security, and reporting accuracy. Partners with HR, Finance, IT, and business stakeholders on requirements, system enhancements, releases, integrations, process improvements, and data insights. Provides functional troubleshooting, documentation, user guidance, compliance reporting, audits, and recommendations that improve workforce outcomes and HR effectiveness.

Executes global HR surveillance and compliance testing plans, ensuring timely completion of annual plans, quarterly refreshes, coverage maps, and testing schedules. Analyzes and presents results to senior HR leadership, maintains documentation, and partners with HR managers to resolve defects, issues, and incidents. The role also supports HR governance, cross-functional initiatives, and special projects while managing sensitive information and multiple priorities.

Manages full-cycle recruiting for hourly, salaried, and management positions while supporting broad HR generalist responsibilities. Duties include sourcing, screening, interviewing, hiring events, offers, onboarding, employee relations, policy compliance, benefits, leave administration, performance management, investigations, HR reporting, and engagement initiatives. The role partners with managers and employees, maintains confidential records, supports employment-law compliance, and travels to company locations and recruiting events as needed.

Leads global people operations and strategic HR programs for a rapidly scaling, distributed technology company. Builds AI-enabled HR tooling and automations, manages global employment compliance and EOR infrastructure, administers Rippling, develops leadership training, and oversees culture and engagement programs across 21 countries. Partners with leadership on compensation, performance cycles, workforce expansion, policies, and operational infrastructure.

Supports HR services for U.S., international assignment, and Employer of Record employees across multiple countries. Responsibilities include onboarding, payroll and benefits enrollment, work authorization, policy guidance, performance reviews, international assignment payments, offboarding, employee records, labor-law compliance, and coordination with vendors and EOR partners. The role also supports medical clearances, assignment travel, household goods shipments, and employee customer service in a multicultural humanitarian environment.

The Director of HR Business Partnering serves as the strategic HR advisor to senior leadership for a geographically dispersed field and school organization. Responsibilities include workforce planning, succession, talent management, leadership development, employee engagement, organizational effectiveness, change leadership, employee relations, compliance, and coaching executives. The role leads HR support resources, uses workforce analytics to guide decisions, manages complex employee relations matters, and aligns people strategies with business objectives. Approximately 20% travel is expected.

Supports general HR and talent acquisition activities, including recruitment coordination, HRIS data maintenance, employee guidance, training, engagement, workforce planning, employee relations, retention, and rewards programs. Partners with operations and team leaders to implement HR strategies, resolve issues, provide feedback, and improve processes in a fast-paced, high-volume environment.