Top HR Manager Jobs in Los Angeles, CA

Serve as a strategic HR partner to business leaders, supporting talent management, performance, employee relations, workforce planning, organizational development, change management, compliance, succession planning, and engagement. Conduct workplace investigations, coach managers, manage workers’ compensation and leave cases, develop HR policies, and use workforce data to guide organizational decisions. Collaborate with HR centers of excellence and support HR technology and process-improvement initiatives.

Manages employee leave programs, benefits administration, workers’ compensation claims, HRIS records, and compliance with California and federal employment laws. Coordinates enrollments, accommodations, return-to-work processes, employee records, audits, onboarding, offboarding, and HR projects. Serves as a resource for employees and managers on benefits, leave, workplace injuries, and employee relations while maintaining confidential documentation and accurate reporting.

Manages HR operations for a behavioral treatment center, including employee relations, investigations, compliance, payroll and timekeeping, leave administration, recruitment, onboarding, records, credentialing, audits, and HR staff supervision. The role requires knowledge of California employment law, discretion with confidential matters, and collaboration with leadership to improve retention and operational efficiency. Travel to company locations may be required.

Partners with Operations leaders on workforce planning, onboarding, training, employee relations, investigations, compliance, and HR policy administration. Advises managers on disciplinary actions, accommodations, leave, wage and hour requirements, and employment laws across multiple states. Prepares HR reports, supports workforce initiatives, and leads HR projects while serving as a trusted advisor to field-based and hourly employees.

Manages HR strategy and full employee lifecycle processes onsite at the Los Angeles Memorial Coliseum. Partners with operational leaders, handles union relationships, grievances, negotiations, investigations, employee relations, compliance, workers’ compensation, leave and benefits administration, talent development, staffing, and HR initiatives. Requires strong labor-law knowledge, HRIS and ATS experience, supervisory ability, communication skills, and flexibility for extended hours, weekends, and holidays.

The HR Manager oversees recruitment, onboarding, employee relations, payroll, benefits, performance management, training, compliance, audits, workplace policies, and employee communications. The role advises leadership on organizational planning, engagement, and culture while administering HR and payroll systems, including Paylocity. This position requires on-site work three days weekly and supports a fast-paced, evolving organization.

Leads a geographically dispersed HR business partner team supporting senior leadership across Aeronautics Systems. Develops talent, succession, organizational effectiveness, compensation, acquisition, employee relations, and change-management strategies. Uses data, benchmarking, and cross-functional partnerships to identify organizational risks and opportunities, advise executives, and implement HR solutions. Provides people leadership, develops HR talent, and supports enterprise leadership development and succession planning.

Manages administrative operations and human resources for the Department of Emergency Medicine at ZSFG. Oversees support staff, HR administration, budgeting, accounting, payroll, facilities, IT, contracts, grants, and related services. Provides strategic planning, resolves complex operational issues, supervises employees, manages projects, interprets policies, and ensures compliance with organizational goals and labor requirements.

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.

Manage broad HR responsibilities across the employee lifecycle, including employee relations, performance management, investigations, disciplinary actions, benefits administration, onboarding, offboarding, compliance, policy interpretation, HRIS data, and documentation. Partner with managers and cross-functional teams, provide confidential guidance, identify risks, and support employees across multiple locations. The role requires sound judgment, discretion, organization, adaptability, and potential for future HR leadership.

Leads HR systems governance, administration, analytics, integrations, vendor management, and technology roadmaps. Oversees ADP Workforce Now, Cornerstone OnDemand, and related platforms; develops executive dashboards; ensures data quality, privacy, compliance, and audit readiness; supports mergers and acquisitions; automates HR processes; and manages HR systems staff and cross-functional projects.

Manages employee relations, union and labor relations, HR compliance, leave administration, accommodations, workers’ compensation, recruitment, onboarding, training, and HR strategy. Advises managers, interprets collective bargaining agreements, manages grievances and employee separations, analyzes HR metrics, and supports employment-law compliance and organizational engagement.

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.

Leads HR operations including payroll, benefits, open enrollment, HRIS administration, compliance, employee lifecycle processes, workers’ compensation, immigration coordination, vendor management, and international workforce expansion. Oversees HR policies, reporting, performance management support, facilities administration, and process improvements while ensuring legal compliance and accurate employee records.

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.

Leads California people operations, including HR strategy, employee relations, employment-law compliance, performance management, talent planning, training, organizational development, HR reporting, and compensation analytics. Partners with senior leaders, manages workplace policies and testing programs, supports recruitment and employer branding, and promotes employee engagement and an inclusive culture.

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 operations and shared services, leading HR operations specialists and generalists. Oversees onboarding, offboarding, employee relations, HR calendars, compliance, payroll coordination, HR data, and enterprise HR programs. Improves workflows, automates manual processes using AI and HR platforms, maintains documentation, supports global offices, and ensures service-level performance and a consistent team member experience.

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.

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.