Top Senior HR Jobs in Wichita, KS

Administer and optimize the HRMS as a Super Admin, configuring modules (payroll, time, benefits, comp), managing integrations, reporting, audits (SOX/ITGC), testing, troubleshooting, automations, and special projects to ensure data security and system performance.

The Principal People Success Partner drives talent strategies for Sales and Marketing, partners with senior leaders, influences organizational health, and leads transformations using AI.

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.

Partner with functional leaders to translate business strategy into people strategy. Own org design, performance management, compensation, talent development, engagement, and retention. Provide coaching on career pathing, change management, and sensitive employee issues. Use people data to generate insights and recommendations, build compliant HR policies, manage global employee relations, and collaborate with People Team COEs to deliver cohesive people programs at scale.

Serve as HR business partner aligning people strategies with business goals across assigned units. Provide employee relations guidance, performance management, talent acquisition support, compliance oversight, training evaluation, policy administration, FMLA/leave coordination, and partner with HR COEs to drive HR initiatives and change management.

Monitors and processes HR requests through a shared ticketing system, including Workday transactions, mass loads, employee data audits, organizational changes, compensation updates, and terminations. Supports HR managers, system testing, enhancements, process redesign, governance, and data integrity. Collaborates with HR, Finance, Legal, and vendors across multiple countries while meeting service-level targets and improving operational efficiency.

Leads human resources strategy for JBT Marel’s Diversified Food & Health North American business across multiple locations. Responsibilities include workforce planning, employee engagement, talent acquisition, organizational development, succession planning, compensation, performance management, training, employee relations, policy development, compliance, and M&A support. Acts as a strategic business partner to senior leaders, drives organizational change, and oversees HR programs for approximately 1,100 U.S. employees.

Lead organizational design and workforce planning initiatives and serve as a strategic HR business partner. Conduct org effectiveness assessments, build workforce models, run skills-gap and scenario analyses, develop org design tools, create current/future state deliverables, and manage project plans. Partner with analytics and People Team functions, influence stakeholders, support talent management and change efforts, and pilot solutions to improve organizational effectiveness and alignment.

Serve as strategic HR advisor to senior leaders in Finance, Legal, and Risk. Lead organizational design, talent management, succession planning, performance programs, executive onboarding, and leadership development. Use workforce analytics and partner with HR Centers of Excellence and Employee Relations to resolve complex people and organizational challenges.

Senior HR Business Partner will embed with people managers to lead goal-setting and OKRs, build and deliver manager training, coach on employee relations and org design, audit goal quality, and automate People operations using existing tools and AI to improve manager capability and operational efficiency.

Fractional HR generalist to manage ongoing people operations and full-cycle recruiting for a small, remote agency. Responsibilities include benefits administration, multi-state compliance, onboarding/offboarding, employee relations, performance management, and running searches from job descriptions to offers using Breezy ATS. This is a 10–20 hour/week fractional/contract role reporting to co-founders.

Lead enterprise HR transformation initiatives to modernize HR operations, design future-state processes, drive automation and adoption, manage change, and partner cross-functionally to implement scalable HR solutions and governance across the employee lifecycle.

Manage day-to-day HR programs across the employee lifecycle: recruit, onboard/offboard, administer benefits, maintain HRIS and policies, ensure compliance (FMLA, ADA, EEO), support performance processes, employee relations, and workers' compensation.

Serve as HR Business Partner for the Grid Software product line, aligning HR strategy to business goals. Drive workforce planning, organizational design, change management, talent development, succession planning, and leadership coaching. Advise senior leaders, partner with CoEs and People Operations to implement HR programs, and scale solutions across regions to improve organizational effectiveness.

Lead client engagements on benefits strategy, plan design, open enrollment, and administration. Stabilize operations, manage carriers/brokers, execute transitions and platform migrations, ensure compliance, advise on cost optimization and multi-state/global expansion, and expand client relationships.

Manage all onboard HR functions for the cruise ship, including recruitment, training, payroll, benefits, performance management, employee relations, crew welfare, compliance with maritime labor laws, reporting, budgeting, safety/security coordination, and continuous HR process improvements to support crew engagement and operational goals.

Provide senior HR leadership and strategy across payroll, benefits, HRIS, talent acquisition, onboarding, employee relations, performance management, and compliance. Build retention frameworks, define HR KPIs, manage HR team and vendors, maintain legal compliance, draft HR budgets, and partner with leadership to drive culture, engagement, and organizational development.

Serve as US HR SME managing compliance, HRIS (HiBob), PEO liaison (ADP TotalSource), onboarding/offboarding, payroll and benefits (including 401(k)), employee relations and ER cases (PIPs), policy updates, audits, and US-specific HR projects while partnering with global HR and payroll teams.

Manage end-to-end HR operations including onboarding/offboarding, HRIS maintenance and reporting, performance and career development, benefits administration, employee engagement, talent acquisition support, and organizational development initiatives to improve retention and performance.

Serve as a strategic HR leader partnering with executives to align HR strategy with business goals. Lead and mentor HR team, manage employee relations, design compensation and benefits, develop compliant HR policies, drive change management, and improve employee engagement and culture.

The HR Business Partner will collaborate with employees and leaders to implement HR initiatives, improve engagement, manage talent processes, and provide guidance on HR matters.

Lead full-cycle recruiting and talent strategy as a strategic partner to hiring managers. Build long-term candidate pipelines, source active and passive talent, use AI tools to accelerate recruiting, maintain Greenhouse data and metrics, train managers, and improve recruiting infrastructure and employer branding.

Senior HR leader responsible for full-spectrum people strategy and operations for a fully remote, unionized nonprofit. Owns HRIS/PEO, benefits, payroll, compliance, CBA administration, grievance management, employee relations, performance management, organizational design, and leads the People Operations team. Advises executives, coaches managers, oversees investigations, drives retention and DEIA-aligned people strategies, and manages vendor relationships.

Provide end-to-end federal recruitment and staffing support including job analyses, writing and posting vacancy announcements, assessing applications, issuing certificates, coordinating offers and pre-appointment requirements, ensuring compliance with OPM/HHS/FDA policies, responding to applicants and stakeholders, and maintaining case files and records.

Conscious Talent seeks experienced people leaders to shape HR strategies, build inclusive cultures, and support organizational growth, integrating personal development values in their work.