Top HR Jobs

Manage end-to-end background screening, adjudication, adverse action workflows, I-9 and E-Verify compliance, onboarding operations, audits, and candidate communications. Serve as the onboarding subject matter expert while partnering with Talent Acquisition, HR, IT, Finance, and other teams. Improve onboarding through AI, automation, process optimization, and data hygiene while ensuring compliance with FCRA, EEOC guidance, Fair Chance laws, and company policies.

Leads global HR business partnering for senior executives and leadership teams, advises on organizational design, employee relations, workforce planning, talent, compliance, and people strategy. Oversees and develops HR partnering teams, collaborates with HR centers of excellence, coaches executive stakeholders, manages complex employee issues, and drives a positive employee experience aligned with Xero’s global people strategy.

Provides HR operational support to HR advisors, managers, and employees; generates workforce reports and analytics; supports annual performance and talent processes; contributes to HR initiatives and projects; improves HR processes; and manages controls for critical HR activities.

Advises senior leaders on workforce strategy, organizational design, talent and succession planning, compensation, performance, conduct, and organizational effectiveness. Leads people agenda execution, analytics-driven recommendations, complex employee matters, cross-business initiatives, and large-scale change across a global, matrixed organization.

Leads strategic HR partnership for Enterprise Risk executives, including talent strategy, workforce and succession planning, recruiting and retention, human capital risk remediation, executive coaching, organizational design, and HR program effectiveness. Develops enterprise-wide HR solutions, uses data to guide decisions, and coaches HR teams while aligning people initiatives with business objectives.

Manages global benefits compliance, policy drafting, leave administration, ADA accommodations, and regulatory interpretation. Oversees complex leave and health-plan cases, partners with Legal and benefits providers, maintains governance and audit documentation, advises HR teams, and analyzes case data to identify compliance risks. The role requires deep U.S. leave-law expertise, including FMLA, ADA, HIPAA, NY PFL, CA PFL, and NJ TDI, plus experience supporting global benefits programs.

Partners with Chase Wealth Management leaders on people strategy, talent and performance management, succession planning, compensation, employee relations, leadership development, organizational effectiveness, workforce analytics, and HR initiatives. Provides coaching and guidance on complex employee matters, uses workforce data to inform decisions, and leads HR projects and process improvements.

Advises senior leaders on workforce strategy, organizational design, performance, compensation, succession, talent planning, and complex employee matters. Uses HR analytics to diagnose issues and recommend actions, leads people initiatives and change efforts, and partners with specialist HR teams across a complex global organization.

Partners with manufacturing leaders to align HR strategy with operational goals. Provides guidance on employee relations, labor relations, performance management, workforce planning, change management, and organizational development. Coaches leaders, resolves complex employee issues, analyzes workforce data, supports HR programs, and promotes a safe, inclusive, high-performing workplace. Maintains a visible presence on the manufacturing floor and supports operations across shifts.

Staff HR Business Partner advising senior leaders on talent strategy, organizational design, leadership development, employee relations, total rewards, change management, and workforce transformation. The role uses data and HR technology to solve complex enterprise challenges, collaborates with HR Centers of Excellence, influences stakeholders across business units, and mentors HR professionals. Candidates support large, complex organizations and travel to Warren, Michigan at least monthly.

Leads HR process improvement across HR Shared Services, managing a team and optimizing workflows, tools, and employee experiences. Responsibilities include process analysis, mapping, project and change management, stakeholder engagement, data-driven recommendations, root cause analysis, reporting, and continuous improvement. The role coaches team members, leads cross-functional initiatives with HR, IT, Legal, and business leaders, and aligns process optimization strategies with corporate goals.

Provides on-site HR administrative support, including employee orientations, absenteeism and time-off tracking, payroll and timecard adjustments, employee file maintenance, policy documentation, benefits communications, and employee assistance with HR questions. Requires strong communication, presentation, organizational, computer, and interpersonal skills, plus flexibility to work varied schedules.

Partners with Enterprise Risk clients to develop and execute people strategy and HR solutions. Advises leaders and associates, coaches managers, supports workforce planning, and delivers performance management, talent management, leadership development, change management, organizational design, inclusion, and diversity initiatives. Collaborates with HR partner teams on processes, reporting, stakeholder management, and organizational effectiveness.

Partners with Sales leadership and HR teams to execute talent strategies, performance cycles, feedback programs, organizational design, and complex HR issue resolution. Advises senior leaders, coaches managers, improves organizational effectiveness, and applies AI-driven HR solutions and people analytics to increase efficiency and business performance.

Partners with Commercial Banking leaders to deliver HR strategies and core talent processes, including performance management, leadership development, succession planning, change management, surveys, and organizational design. Uses data, emerging technologies, and AI to improve HR processes; develops communications, training materials, and facilitator sessions; manages stakeholders and supports process improvement across HRBP teams. Occasional travel may be required.

The Senior Manager, HR Compliance is responsible for developing and executing a compliance framework across the Americas, managing immigration and global mobility programs, and ensuring adherence to applicable laws and regulations while fostering a culture of compliance within the organization.

Serves as a strategic HR partner to global manufacturing, fulfillment, and networking supply chain organizations. Advises leaders on workforce planning, talent strategy, organizational effectiveness, employee engagement, leadership development, transformation, and change initiatives. Partners with HR centers of excellence and services teams, supports business planning, coaches senior leaders, and ensures alignment with employment laws, compliance requirements, and organizational objectives.

Supports Corporate Functions and Marketing leaders through employee relations, manager coaching, performance and compensation cycles, talent programs, policy guidance, change management, and people initiatives. Partners with Senior HRBPs and HR Centers of Excellence while using AI tools to improve workflows, documentation, communications, and policy research with human review.

Own the full employee experience as the sole HR Generalist, including onboarding, offboarding, employee relations, engagement, payroll, benefits, leave administration, compliance, audits, HRIS management, reporting, and process automation. The role requires building scalable HR systems from scratch, supporting managers through sensitive personnel decisions, and maintaining compliance across multiple states. This position is onsite four days per week at the Carson headquarters.

Own the end-to-end employee lifecycle, including onboarding, offboarding, performance and compensation cycles, payroll, benefits, leave administration, accommodations, immigration casework, and HR compliance. Manage HR technology, vendors, and process automation while building scalable infrastructure and people analytics. Partner with Legal, IT, Finance, recruiting, managers, employees, and outside counsel to ensure accurate, compliant, and seamless employee experiences.

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.

Partners with managers across multiple teams to provide HR guidance, coach on performance and development, manage employee relations, analyze people trends, support talent programs and organizational change, and strengthen employee experience, culture, and inclusion. The role collaborates with People & Workplace leaders and requires occasional travel. It is hybrid in New York City with in-office attendance three days per week.

Partners with district and site leaders on people strategy, talent development, performance management, engagement, recruiting, change management, communications, and organizational effectiveness. Provides HR coaching and consultation, supports leadership selection and workforce planning, uses workforce data to identify talent challenges, and helps implement HR programs. Also supports community hiring efforts and HR needs during site openings, closings, relocations, and restructurings.

Manages HR policies and programs for assigned client groups, including recruitment, employee relations, performance management, compensation planning, organizational effectiveness, and compliance. Advises managers, investigates complex workplace issues, administers employee programs, maintains HRIS records, supports organizational change, and collaborates with HR centers of excellence. Ensures fair policy application and compliance with employment laws while providing timely, effective support to employees and leadership.

Partners with Enterprise Risk leaders to develop and execute talent strategies, manage performance and talent processes, resolve HR issues, and provide people insights. The role coaches senior leaders, collaborates with recruiting, compensation, associate relations, and learning teams, supports organizational design, and contributes to broader HR initiatives. It requires strong relationship-building, consulting, communication, influencing, and problem-solving skills.