Top Senior HR Jobs in Los Angeles, CA

Own the employee experience across onboarding, offboarding, engagement, payroll, benefits, leave administration, compliance, employee relations, HRIS operations, and reporting. Configure and optimize UKG and related workflows, maintain HR policies and audit readiness, guide managers through sensitive personnel decisions, and build scalable people processes in a fast-growing robotics startup. The role is onsite four days weekly at the Carson headquarters.

Partners with Claude Corps leaders and managers on employee relations, performance, policies, and workforce needs. Owns high-volume, multistate fellow onboarding, including background checks, I-9, payroll, benefits, records, and employment documents. Manages onboarding support staff, oversees workload and quality, handles leave and accommodation coordination, maintains HR guidance, and improves processes through technology and automation.

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 HR Business Partner advises retail, corporate, and distribution leaders on employee relations, performance management, talent development, organizational planning, and compliance. The role owns bi-weekly payroll and payroll tax administration using ADP Workforce Now, supports leaves, accommodations, workers’ compensation, recruiting, onboarding, and HR reporting, and conducts investigations. The position requires strong judgment, multi-state HR expertise, manager coaching skills, and occasional travel to retail locations.

Provide practical HR support across the employee lifecycle, including employee relations, investigations, performance management, onboarding, offboarding, HRIS administration, payroll coordination, benefits, leave, compliance, reporting, and process improvement. Coach retail and support-office leaders, maintain confidential records, assist with audits and eligibility verification, and promote an inclusive workplace culture.

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.

Provides strategic and hands-on HR business partnering for Finance, Technology, Legal, and Operations. Oversees Talent Relations, manages a small team, handles complex employee relations investigations, supports organizational initiatives, advises leaders, ensures compliance with California employment regulations, and escalates sensitive workplace matters. The role requires strong HR leadership, employee relations, investigation, coaching, project management, and stakeholder communication skills.

Interim Director of Human Resources overseeing daily HR operations for a 350-plus-bed unionized hospital. Responsibilities include recruitment, retention, compensation and benefits, employee and labor relations, employee health and safety, and HRIS management. The role requires substantial healthcare HR leadership experience, particularly managing complex employee relations in union environments.

Owns payroll administration, reconciliations, reporting, audits, and controls while supporting employee relations, onboarding, offboarding, benefits, HRIS records, compliance, and employee experience. Provides guidance to employees and managers, coordinates personnel transitions, supports facilities administration and access management, and follows banking BSA/AML requirements. Requires strong payroll expertise, California employment-law knowledge, confidentiality, sound judgment, and experience with ADP Workforce Now preferred.

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 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%.

Serves as a strategic HR advisor to senior leaders supporting workforce planning, talent strategy, succession, performance, organizational design, compensation, employee engagement, and change management. Assesses HR risks, ensures governance and regulatory compliance, tracks people metrics, coaches leaders, and leads enterprise-level people initiatives aligned with business objectives.

Own end-to-end workplace investigations involving harassment, discrimination, retaliation, and policy violations. Advise leaders and HR partners on employee relations, accommodations, performance, and separations; maintain case documentation and tracking; identify organizational trends; support policy improvements and manager training; and provide impartial HR-for-HR oversight. Partner with Legal and external counsel on sensitive matters while using AI tools to assist investigation planning, evidence summaries, and reporting.

Serves as the primary HR advisor for assigned departments, supporting employee relations, performance management, onboarding, offboarding, compliance, leave and workers’ compensation processes. Partners with leadership on workforce planning, organizational development, change management, recognition, and retention initiatives. Analyzes HR data, prepares leadership reports, maintains HRIS records, manages compliance training, and supports employment-law compliance. Requires regular travel to off-campus teams.

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 HR Data Analyst develops and maintains workforce dashboards, KPIs, reports, and automated analytics solutions. They analyze employee lifecycle, engagement, retention, talent, learning, rewards, and HR operations data to identify trends and provide recommendations. The role partners with HR and business leaders, presents insights, ensures data quality and compliance, and improves reporting processes through governance, validation, automation, and data modeling.

Manages outsourced HR services for multiple clients, including HR administration, payroll and benefits coordination, employment compliance, workers’ compensation and unemployment matters, policy and handbook development, employee documentation, process improvement, and client support. The role requires managing confidential records, coordinating external providers, improving HR workflows, and delivering practical, compliant solutions across diverse organizations.

Serves as a strategic HR advisor to senior leaders and managers across U.S., Canadian, and international client groups. Leads workforce planning, talent management, organizational effectiveness, change initiatives, employee relations, compliance, and HR process improvements. Uses ADP Lyric, Workday, people analytics, and HR metrics to support decisions and improve operational efficiency. Coaches leaders, manages complex employee issues, supports reorganizations and integrations, and partners with HR Centers of Excellence on scalable people solutions.

Build and manage IJM’s global alumni community, including engagement journeys, mentorship, events, communications, and relationships with former interns and fellows. Own alumni data migration and maintenance in Salesforce, develop dashboards and metrics, and report on engagement, fundraising, volunteering, and recruitment outcomes. Partner with talent, advancement, and program teams to leverage alumni for referrals, fundraising, advocacy, and mission priorities. The role is hybrid in Washington, DC or remote for non-local candidates.

Provides senior-level HR administrative support, guidance, and training. Responsibilities include leave and workers’ compensation administration, onboarding, payroll and timekeeping support, benefits administration, terminations, compliance reporting, audits, employee inquiries, HR events, and confidential record maintenance.

Leads company-wide HR operations, payroll governance, employee relations, benefits oversight, HRIS governance, employment compliance, investigations, performance management, and policy administration. Advises executives and operational leaders across multiple entities, supervises payroll and HR support staff, ensures California and federal compliance, and personally executes payroll through Paylocity when needed. Requires bilingual English-Spanish fluency, strong payroll expertise, and occasional local travel.

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.

Serves as a strategic HR partner for regional leaders and branches across a multi-state workforce. Responsibilities include leadership coaching, employee relations investigations, employment-law compliance, engagement and retention initiatives, workforce analytics, HR policy improvement, vendor management, and performance development. The role is remote within the Midwest and Central United States and requires at least 25% regional travel.

Leads regional HR strategy across 600+ stores, advising senior leadership and managing HR Business Partners. Oversees talent planning, succession, organizational development, employee engagement, retention, change management, workforce analytics, employee relations, compliance, and organizational effectiveness. Partners with HR centers of excellence, Legal, and Employee Relations to address workforce risks and business needs. Remote role requiring up to 50% travel across the Great Lakes region.