Top HR Jobs in NYC, NY

The HR Business Partner provides strategic HR guidance to enhance business performance, manages HR services, supports diversity initiatives, and leads change management efforts within financial services or asset management.

Lead HR Technology strategy and a team of analysts/developers to manage Workday HCM roadmap, drive migrations and integrations, ensure data privacy/SOX controls, manage vendors and budget, and deliver HR analytics and operational support.

Lead HR operations including payroll, benefits administration, HR systems and reporting. Manage and mentor an HR operations team, drive process improvements, oversee HR compliance, audits, and expense forecasting, and partner with Finance and other HR functions to implement technology and change initiatives.

Supports HR compliance programs, policy maintenance, continuous survey readiness, audits, and employee relations. Prepares reports, tracks system-wide HR compliance metrics, and provides administrative support for compliance initiatives.

Lead Workday governance, roadmap, and end-to-end delivery of HR system enhancements. Combine project management and business analysis to elicit requirements, design Workday solutions, manage risks, coordinate testing and deployment, and drive stakeholder alignment and adoption across HR, IT, and business partners.

The Director, Head of Total Rewards will develop and execute global compensation, benefits, and equity strategies to attract and retain talent. This role involves overseeing total rewards programs, ensuring compliance, and advising senior leadership on compensation matters.

Serve as HR Business Partner for a global administrative team (~90), designing standardized processes, hiring and training strategies, performance and career frameworks, and partnering on operational optimization, workforce planning, employee relations, and technology-enabled productivity improvements.

Lead strategic HR partnership with senior leaders to translate business priorities into people strategies. Drive organizational design, change management, talent and workforce planning, performance and employee relations, and use data to influence decisions. Coach and influence leaders, manage risk, and evolve HRBP tools and standards while delivering high-quality execution.

Senior People Business Partner advising GTM leaders on org design, leadership effectiveness, talent strategy, succession planning, and organizational health. Support team effectiveness, onboarding, retention, and People function scaling in a fast-growing, globally distributed AI company while mentoring and coaching PBPs and executing both strategy and hands-on programs.

Provide full-cycle HR support with emphasis on benefits and leave administration, payroll coordination, onboarding/offboarding, HRIS management, employee relations, compliance reporting, and vendor management. Act as primary benefits administrator, manage open enrollment, support audits, and recommend process improvements while partnering with HR leadership.

Provide regional HR support across the employee lifecycle including onboarding/offboarding, benefits and leave administration, employee relations, recruiting, HRIS recordkeeping (Workday), reporting, compliance, and supervising support staff. Hybrid role based in NYC with quarterly travel to regional offices.

Serve as an HR generalist supporting full employee lifecycle (onboarding, performance, career development, offboarding). Advise managers on employee relations, conflict resolution, disciplinary actions, and compliance. Partner with COEs to deliver HR programs, drive engagement and culture initiatives, and provide data-driven HR insights to leadership.

The HR Generalist administers HR plans, maintains HR records, ensures compliance with labor laws, coordinates employee benefits, and supports various HR activities.

Partner with clinical leaders to align people strategies with operational goals across a multi-state clinical workforce. Lead employee relations, performance management, workforce planning, compliance, and retention initiatives for field-based clinical and non-clinical teams, ensuring multi-state legal compliance and support for high-acuity patient populations.

Support and improve talent and leadership development program operations by coordinating logistics, vendors, communications, event delivery, and metrics tracking. Partner with program owners to translate design into scalable processes, identify and implement process improvements, and ensure seamless participant experiences.

Provide remote HR administrative support across multiple behavioral health clients, including HRIS data entry, onboarding coordination, I-9/E-Verify support, recruiting coordination, benefits assistance, recordkeeping, compliance, and ad hoc HR reporting and projects.

Remote bilingual HR generalist supporting full employee lifecycle: recruitment, onboarding, employee relations, HR administration, compliance, performance reviews, and development. Acts as primary HR contact, maintains confidential records, ensures local labor law compliance, and supports employee engagement and HR projects.

Manage recruitment, onboarding, employee relations, and HRIS administration. Support HR team to maintain a positive, productive workplace, protect confidential information, and ensure organized HR processes.

Support Human Capital operations, engage in recruitment, assess candidates, develop policies, and engage in performance measurement.

Lead HR Generalist responsible for global HR initiatives, regional talent development, performance management, and employee relations within the Americas, ensuring compliance and supporting high-performance teams.

Serve as trusted HR advisor supporting leaders and employees on employee relations, performance management, organizational effectiveness, HRIS data and compliance, and HR program improvements across U.S. and international teams.

Manage employee relations, onboarding, leave administration (FMLA, military, disability), policy updates, personnel records, exit interviews, HR reporting, and special projects. Ensure legal compliance and improve manager/employee performance in a fast-paced BPO environment.

The HR Project Manager will lead HR initiatives, manage cross-functional projects, and collaborate with HR teams to optimize organizational effectiveness and improve HR service delivery.

The HR Consultant/Interim CHRO role involves leading HR transformation, implementing HR strategies, and advising on finance projects in higher education settings.

The Graduate HR Generalist will support HR processes, manage HRIS, assist with onboarding, handle employee inquiries, and drive HR initiatives. They will also support payroll and benefits processing, conduct audits, and identify process improvements.