Top Remote HR Jobs in NYC, NY

Serve as the strategic HR partner for G&A leaders, leading organizational design, restructuring, performance calibration, leadership coaching, change communication, and people-program implementation. Use employee data, engagement insights, AI tools, and headcount models to guide decisions and identify organizational risks. Support globally distributed teams while handling sensitive personnel information with discretion and partnering with senior executives across Finance, Legal, Compliance, and People functions.

The Senior HR Business Partner will drive organizational effectiveness and talent outcomes, using data-driven insights to shape people strategies and improve team performance in a global, fast-paced environment.

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.

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.

Provide generalist HR advice across employee relations, onboarding, performance management, global mobility, and cyclical HR processes. Partner with HR Business Partners on salary review, talent mapping, calibration, and engagement analysis. Identify automation and self-service opportunities, support flexible work requests, and contribute to continuous improvement within a distributed, Pacific Time Zone-based team.

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

Partner with leaders to scale organisation design, leadership capability, performance, talent strategy, team effectiveness, and employee experience across a distributed, fast-growing AI company. Coach managers, support retention and onboarding, and help evolve People processes and infrastructure.

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

Serve as a hands-on HR Business Partner for corporate functions, aligning HR strategy with business needs. Lead talent management, performance reviews, compensation cycles, employee relations, HR operations, and data-driven workforce planning. Coordinate with COEs on recruiting/onboarding, run talent calibrations, draft HR communications, and support firm-wide HR programs and DEI initiatives.

Partner with senior leaders across a global technology organization to guide organizational design, leadership development, talent and succession planning, engagement, retention, capability building, and people strategy. The role supports a rapidly scaling AI company, combines strategic advising with hands-on execution, and helps build scalable People practices across distributed teams and regions.

Leads the global HR workstream for acquisitions, divestitures, and outsourcing transactions. Advises business, legal, finance, and corporate development leaders on people impacts, due diligence, risks, valuation, contracting, integration planning, compliance, employee communications, retention, and organizational change. Coordinates cross-functional HR teams, manages complex timelines, oversees client transitions, and continuously improves the HR M&A operating model and playbook.

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.

The Human Resources Director will lead HR initiatives, drive employee development, manage compliance, and advise leadership across multiple locations for Nexstar's business strategy.

Serves as the strategic HR partner for NAMER Sales, Marketing, and Customer teams. Advises leaders on organizational design, team structure, performance, leadership effectiveness, talent strategy, and employee relations. Leads GTM people initiatives, coaches managers, supports hiring strategy and leveling, and partners with People functions to execute talent programs. Requires strong GTM knowledge, sound judgment, and the ability to operate strategically and operationally in an ambiguous, high-growth technology environment.

Own fractional people operations for a distributed international team. Responsibilities include multi-country payroll, contractor classification and tax documentation, recruiting pipeline management, onboarding and offboarding systems, access management, PTO tracking, SOPs, offer templates, and policy documentation. The role requires independently building scalable HR processes, using automation and AI to reduce recurring work, and coordinating across US, Central Asian, Georgian, and Latin American time zones.

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.

Remote HR internship supporting recruitment, onboarding, employee records, engagement, HR operations, compliance documentation, performance management assistance, and general HR administrative tasks.

Volunteer HR Generalist to support recruiting (sourcing, screening, interviewing, onboarding), maintain personnel records and new-hire documentation, coordinate office operations and policies, publish job ads, schedule interviews, prepare reports and presentations, and assist with initial fundraising campaign. Attend weekly meetings and commit to minimum 4+ hours weekly.

Lead HR strategy and execution for frontline operational workforce across warehouse, transportation, and data center sites. Manage and develop a team of HR Directors, partner with Operations and centralized HR COEs to translate programs into consistent on-the-ground execution, oversee workforce planning, labor relations escalation, compliance, safety, metrics, and continuous improvement. Travel ~25% to support distributed sites.

Manage the performance management system, support managers with individual development plans, track and evaluate development activities, support succession planning, design and run engagement surveys and programs, assess training needs, coordinate training, and evaluate training effectiveness.

Own day-to-day HR operations, including multi-state payroll, benefits, leave, compliance, HRIS administration, onboarding, offboarding, workers’ compensation, retirement plans, employee records, audits, and process improvement. Serve as a trusted resource for employees and managers, resolve issues independently, maintain accurate documentation, and partner with People leadership to build scalable HR processes.

Coordinates recruiting, onboarding, offboarding, employee records, HR administration, compliance tracking, leave administration, reporting, training, performance management, and engagement initiatives. Serves as a first point of contact for HR questions while supporting the HR Business Partner and maintaining confidential information. The role is fully remote and requires strong organization, communication, analytical, and time-management skills.

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.

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.

Serve as the primary HR partner for Sales and Marketing, advising leaders on org design, performance cycles, compensation, talent acquisition, engagement, employee relations, and compliance. Drive people programs, analyze workforce data, support workforce planning, manage investigations and performance improvement plans, and coordinate with global HR, Compensation, TA, and L&D to build high-performing teams.