Top Senior HR Jobs in NYC, NY

Owns semi-monthly Dayforce payroll for hourly and salaried employees and administers comprehensive benefits programs, including open enrollment, billing, funding, and reconciliations. Coordinates onboarding, offboarding, leave administration, performance review timelines, employment records, audits, and HR service requests. The role also troubleshoots timekeeping and payroll issues, maintains confidential records, supports compliance, and communicates with employees, managers, school leaders, and benefits providers.

Leads Goodwill NYNJ’s people experience strategy across employee relations, leave and accommodation management, onboarding, total rewards, recognition, engagement, culture, and retention. Oversees a team, coaches managers, supports multi-site frontline and program workforces, manages vendors and unemployment claims, uses HR data to improve practices, and partners cross-functionally on organizational change, equity, and workforce strategy.

The HR Business Partner provides strategic HR support across firm offices, managing recruitment, onboarding, employee relations, engagement, performance management, development, compensation, benefits, compliance, payroll, and HR policies. The role partners with leadership, supports employees, ensures employment-law compliance, and coordinates with finance on payroll. Regular travel between Rockville Centre and New York City offices is required, with additional travel 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.

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.

Own and scale HR operations across the employee lifecycle, including payroll, benefits, compensation, HRIS, compliance, employee support, and reporting. Lead HRIS and payroll vendor implementation, optimize HR technology and workflows, manage benefits and open enrollment, build workforce dashboards, and deliver actionable insights to leadership. This hands-on role also leads cross-functional HR projects and supports employees and managers in a high-growth startup environment.

Partners with global GTM leaders and the Chief Revenue Officer on organizational design, talent planning, leadership coaching, performance management, succession, engagement, change management, and development. Uses people analytics and AI-native tools to support decision-making while maintaining strong data governance. Collaborates with Talent Acquisition and Compensation on hiring strategies, incentive design, and total rewards. Champions an inclusive, high-performance culture across a scaling SaaS organization.

Provides strategic and day-to-day HR partnership for designated business units, including employee relations investigations, coaching, policy interpretation, workforce planning, and succession planning. Supports unionized workforces through grievance resolution, collective bargaining agreement administration, labor-management relations, and workplace investigations. Partners with legal counsel and leaders on labor matters, organizational changes, and compliance. The role is fully remote within the United States.

Partners with senior and operational leaders on employee relations, performance management, organizational development, change management, succession planning, investigations, accommodations, leaves, workers’ compensation, separations, and acquisition integration. Reviews employment actions, contracts, pay equity, HR files, and background checks while ensuring employment-law compliance. Analyzes HR metrics, oversees ethics reports, supports benefits and unemployment matters, and develops HR training and recommendations.

Provides strategic HR partnership to employees, managers, and leaders across assigned business units. Oversees employee lifecycle processes, employee relations, performance management, engagement, compensation, onboarding, offboarding, and talent initiatives. Coaches leaders, supports organizational development, advises on complex people matters, promotes employee experience and career progression, and ensures HR programs align with business goals and employment regulations.

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.

Serves as a strategic and operational HR partner to leaders and employees. Advises managers on performance, employee relations, policy, conflict, workforce planning, recruitment, compensation, development, and labor relations. Uses HR data to identify trends and recommend interventions, conducts investigations, supports compliance, maintains confidential records, and coordinates approved employment actions. The role requires strong judgment, discretion, relationship management, and knowledge of employment and labor laws.

Serves as a key HR partner supporting employee lifecycle processes, HR programs, employee relations, compliance, workforce reporting, and day-to-day operations. Maintains Workday or Dayforce data, assists with performance and compensation programs, supports investigations and performance management, and leads HR projects. Provides guidance to managers and employees, analyzes workforce metrics, ensures legal compliance, and improves HR services and employee experience.

Partners with senior leaders to shape talent strategy, organizational effectiveness, workforce planning, change management, and high-performing team development. Designs organizational structures and operating models, identifies talent and capability gaps, uses workforce insights to improve retention, and aligns hiring, succession, and talent investments with business objectives. Supports AI-focused engineering studios through growth, transformation, and scalable people solutions.

The Director, HR Business Partner advises senior leaders and aligns workforce strategies with organizational goals. Responsibilities include talent planning, succession, workforce analytics, organizational design, talent acquisition, employee development, engagement, retention, employee relations, compensation, and performance management. The role supports corporate functions including Finance, IT, Strategy, and Legal, using Workday reporting and analytics to inform decisions and independently drive HR initiatives.

Partners with leaders to shape organizational structures, talent plans, performance and retention programs, manager capability, and employee experience. Diagnoses complex people and organizational challenges, advises on consequential decisions, leads change, and develops scalable HR solutions in a high-growth environment.

Supports HR Business Partners with employee lifecycle activities, performance and talent management, employee engagement, HR policies, organizational initiatives, reporting, and process improvements. The role handles confidential employee information, analyzes HR data, prepares communications and presentations, maintains records, and collaborates across Talent Acquisition, Total Rewards, Diversity, Inclusion, and Learning functions during a six-month return-to-work program.

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.

Provides strategic HR partnership to global Go-To-Market leaders and North American teams. Advises on talent management, performance, compensation, workforce planning, employee relations, organizational effectiveness, culture, change management, and compliance. Analyzes HR metrics, supports regional mobility, and leads global HR process improvements including HRIS, compensation, and talent management implementations.

Leads HR strategy and talent initiatives across five manufacturing sites and a program management function. Oversees employee relations, organizational design, talent management, succession planning, performance, compensation, benefits, compliance, recruiting, change leadership, and HR policy implementation. Coaches HR leaders, partners with corporate centers of expertise, supports acquisitions and integration, and aligns workforce programs with business growth and operational objectives. The role is remote eligible but requires frequent travel to manufacturing facilities.

Own end-to-end learning and enablement programs, including manager development, onboarding, workshops, People Team playbooks, and learning architecture. Partner with People Business Partners to address talent gaps, operate the LMS and content library, apply AI to learning workflows, and measure program impact. The role requires strategic business partnership, instructional design, hands-on program delivery, stakeholder influence, and continuous improvement of workforce learning.