Top HR Manager Jobs in Los Angeles, CA

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.

The Human Resources Manager leads hotel HR strategy, employee engagement, culture, compliance, payroll processing, audits, onboarding, talent development, salary and benefits evaluations, recognition programs, and diversity initiatives. The role partners with hotel leadership, manages HR standards and budget, supports internal promotions, and organizes team and community activities.

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 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.

Leads human capital diligence and workforce consulting for mergers, acquisitions, and divestitures. Advises clients on talent, organizational design, culture, retention, workforce planning, integration, and change impacts. Directs large projects and cross-functional teams, translates workforce findings into executive recommendations, coordinates stakeholder engagement, manages data gathering and interviews, develops integration strategies, builds client relationships, and coaches teams through complex transaction cycles.

Leads human capital diligence for mergers, acquisitions, and other transactions. Evaluates workforce structures, talent, organizational design, retention, culture, and change impacts; develops integration strategies and identifies deal value opportunities. Manages client workstreams, timelines, deliverables, and teams while reviewing analyses and coaching consultants. Applies HR consulting, organizational effectiveness, workforce planning, change management, and transaction-support expertise to guide client decisions.

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.

Partners with senior business leaders to develop HR strategies, improve organizational effectiveness, guide employee relations and performance management, support change initiatives, analyze workforce data, and ensure HR practices comply with legal requirements. Leads HR projects and manages one direct report onsite while fostering employee engagement, inclusion, and cross-organizational collaboration.

Leads HR business partnering for retail operations across Washington, Oregon, and Northern California. Advises operations leaders, supports regional HRBPs, manages HR team members, and oversees employee relations, change management, talent management, benefits processes, and policy implementation. Partners with corporate HR functions, aligns HR strategies with business goals, coaches leaders, resolves issues, and drives improvements. Requires extensive multi-unit HR leadership experience, retail or quick-service industry knowledge, HRIS proficiency, and travel exceeding 50%.

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.

Manages a high-volume portfolio of concurrent HR projects from initiation through closeout. Develops project plans, coordinates cross-functional teams and vendors, manages resources, risks, dependencies, issues, and scope changes, and provides dashboards and leadership reporting. Supports HR technology implementations involving Workday, requirements gathering, testing, communications, training readiness, and post-launch activities. Facilitates governance, stakeholder alignment, accountability, and continuous improvement across HR initiatives.

Manages multiple HR projects, primarily related to mergers and acquisitions. Responsibilities include defining scope, building timelines, coordinating cross-functional teams, monitoring progress and risks, leading meetings, communicating updates, measuring performance, and contributing to HR PMO best practices.

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.

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.

Leads global HR operations across the UK, USA, and Asia, managing shared services, payroll, benefits, employee lifecycle processes, HR policies, HR systems, people analytics, and governance reporting. The role partners with senior HR stakeholders, supports compensation and benefits cycles, delivers board-level insights, and drives an efficient, data-informed employee experience.

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.

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.

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.

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.