Top HR Manager Jobs in Los Angeles, CA

Leads HR strategy and provides consultative support to leadership and managers across employee relations, performance management, organizational change, recruiting, onboarding, retention, compliance, payroll, benefits, HRIS administration, and communications. Oversees investigations, employment-law compliance, labor relations, direct reports, budgets, and HR operations while supporting organizational objectives.

Serve as the primary HR and Facilities leader for a California operation during an acquisition and integration. Manage employee relations, investigations, performance management, California employment-law compliance, onboarding, recruiting for production and warehouse roles, engagement, records, policies, workforce planning, and corporate HR programs. Support facility maintenance, vendors, workplace services, and office operations while building scalable people practices and a future HR team.

Partners with Investment Group and Investment Enablement senior managers to support global investors and optimize investment-unit operations. Oversees key processes, represents HR on technology workstreams, manages the HR technology roadmap, and connects business teams with HR specialists. Provides thought leadership, manager education, organizational change support, and talent guidance in a complex, matrixed environment. Leads projects, facilitates collaboration, translates business priorities into talent decisions, and supports the development of the HR team.

The Human Resources Manager leads community HR operations, including recruitment, onboarding, employee relations, performance management, payroll, benefits, compliance, personnel records, workers’ compensation, training, engagement, budgeting, and labor management. The role partners with community leadership to improve retention, accountability, regulatory compliance, and team member experience.

Leads manager services, employee relations, workplace investigations, progressive discipline, HR policy governance, and handbook management. Advises managers on performance, compensation, onboarding, offboarding, and difficult employee matters. Builds manager toolkits, training, investigation protocols, and documentation standards while partnering with Legal, Compliance, and HR teams to ensure fair, consistent, legally sound practices across a fully remote workforce.

Leads HR operations across HRIS and data management, performance management, payroll coordination, compensation, recruitment analytics, compliance, benefits, employee relations, training, and engagement. Manages Dayforce and related HR platforms, reporting, audits, workforce analytics, benefits administration, performance cycles, and regulatory requirements. Supervises an HR Administrative Assistant, trains HR staff, supports employee inquiries, and advises leadership on workforce data, compensation, and process improvements.

Owns core People Operations functions including employee onboarding, benefits administration, HR compliance, employee records, reporting, and ongoing employee support. The role manages recurring processes, coordinates with vendors and stakeholders, maintains accurate documentation, monitors regulatory requirements, and improves HR workflows. It serves as a primary resource for employees while escalating complex issues to the HR Director.

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.

Manages HR initiatives and partners with business and senior leaders to align people strategies with organizational goals. Advises on employee relations, performance management, compensation, staffing, leadership development, conflict resolution, and employment policies. Leads organizational improvement, change management, employee engagement, and HR excellence projects while coaching managers and supporting positive workplace relationships.

The Senior HR Solutions Analyst administers and optimizes HR systems, workflows, access controls, integrations, and data feeds. Responsibilities include resolving system issues, conducting audits, building reports and dashboards, automating processes, maintaining documentation, training users, supporting compliance, and coordinating HR technology projects and merger integrations. The role partners with HR, IT, vendors, and global stakeholders to improve data integrity, system adoption, and employee lifecycle processes.

Leads the HR function for an airline catering facility, partnering with operational leadership on workforce planning, employee relations, compliance, talent development, engagement, and staffing stability. Manages the local HR team, coaches managers, oversees investigations and performance management, uses workforce data to identify challenges, and supports hiring and onboarding. Requires bilingual English-Spanish communication and flexibility for nights, weekends, and holidays.

Oversees HR operations, employee lifecycle processes, HRIS administration, Workday systems, reporting, compliance programs, vendors, and process improvements. Leads HR technology implementations, analytics, cross-functional projects, and operational risk activities. Supervises HR operations staff, partners with HR and business stakeholders, develops procedures and dashboards, and supports efficient, compliant HR service delivery.

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.

Oversee, retain, and grow a multi-line commercial insurance book of business. Manage renewals, policy placements, underwriting analysis, carrier negotiations, compliance, billing coordination, and client relationships across Workers’ Compensation, Liability, Property, Cyber, EPLI, Umbrella, and related coverages. Support cross-selling, carrier transitions, reporting, operational improvements, and consultative risk guidance while contributing to profitability, premium growth, and retention.

Provides HR partnership to Quality, Finance, Operations, and People & Culture. Coaches managers, supports employee relations, performance and talent processes, organizational change, workforce planning, career development, and succession. Designs and facilitates manager learning programs, evaluates learning effectiveness, advises on capability gaps, and partners with cross-functional People teams while maintaining confidentiality and sound judgment.

Owns day-to-day People Operations for a global workforce across the US, Canada, and India. Responsibilities include HRIS management, payroll and benefits administration, onboarding and offboarding, compliance, recruiting workflows, employee relations, leave administration, performance review cycles, and HR reporting. The role also supports managers with coaching and progressive discipline, maintains policies and personnel records, and requires up to 15% travel.

Leads multi-state employment compliance and employee relations for the firm, with emphasis on California law. Responsibilities include monitoring regulations, updating policies and handbooks, conducting audits and investigations, overseeing reporting and I-9 compliance, advising leaders on performance and disciplinary matters, developing HR processes, and managing HR team members. Partners with legal counsel and senior leadership while contributing to broader HR strategy.

Leads multi-state employment compliance and employee relations, with particular expertise in California employment law. Responsibilities include monitoring regulations, updating policies and handbooks, conducting audits and investigations, advising leaders on performance and disciplinary matters, managing PIPs and separations, overseeing reporting and I-9 compliance, developing training, and supervising HR team members.

Manages HR department operations, staff supervision, employee relations, recruiting, onboarding, compliance, compensation and benefits, performance management, training, HRIS records, union labor relations, and workplace investigations. Oversees DOT testing compliance and advises management on employment laws, policies, disciplinary actions, accommodations, and workforce planning. Partners with the HR Director and supports affiliates across the West Coast.

Leads HR strategy and service delivery for Southwest retail operations. Advises senior leaders on workforce planning, employee relations, compensation, talent acquisition, succession planning, organizational design, and people analytics. Oversees HR initiatives, project alignment, policy implementation, risk management, talent development, and operational improvements while partnering with regional, global, and local HR teams.

Provides fractional HR leadership and consulting to multiple Christian mission and church clients. Responsibilities include HR audits, strategic planning, HR program design, recruiting, onboarding, compensation, benefits, engagement, performance management, compliance, training, employee relations, HRIS implementation, executive coaching, and support across U.S. states and international missions.

Manages human resources programs and partners with museum leaders on employee and labor relations, union matters, performance management, learning and development, compensation, organizational design, recruiting, and compliance. Administers ADP and Culture Amp, leads performance reviews, analyzes HR metrics, supports resource planning, and drives inclusive culture and organizational change.

Plans and executes HR, employee engagement, company-wide meeting, leadership development, facilities, onboarding, and executive support initiatives. Manages project plans, timelines, budgets, vendors, communications, merchandise inventory, and cross-functional stakeholders. Coordinates events, leadership sessions, onboarding materials, and external visibility opportunities while maintaining confidentiality, organization, and operational efficiency. The role is predominantly remote but requires Philadelphia-area attendance and business-related travel.

Leads the strategy, implementation, configuration, governance, maintenance, and support of Campbell’s Workday-based HR technology portfolio. Partners with HR leadership to translate business needs into technology solutions, manages Workday modules and integrations, oversees vendors and internal teams, directs projects, and ensures compliance, security, system stability, adoption, and service delivery.

Serves as an HR business partner and trusted advisor to leaders across multiple offices. Provides guidance on employee relations, performance management, investigations, leadership coaching, talent development, organizational effectiveness, change management, engagement, retention, workforce planning, and employment-law compliance. Analyzes HR trends and recommends practical solutions while partnering with Talent teams to support firmwide programs and consistent HR practices.