Top Senior HR Jobs in Los Angeles, CA

Lead global HR business partnering for R&D, Engineering, Product, Security, and Research organizations. Advise senior technical executives, align talent strategy with business goals, architect AI-native organizational structures, evolve career frameworks, manage succession and retention, guide complex change, and coordinate People Team centers of excellence. Lead a global HRBP team while applying people analytics and executive coaching to improve organizational health, leadership effectiveness, and workforce outcomes.

Own the end-to-end People lifecycle for M&A: lead HR due diligence, partner with Corporate Development, build cross-functional integration playbooks, orchestrate Recruiting/Comp/Immigration/Payroll workstreams, and design day-1 onboarding and retention programs to integrate acquired technical teams under compressed timelines.

The HR Business Partner advises clinical and operational leaders on employee relations, workplace investigations, performance management, compliance, coaching, workforce planning, talent development, engagement, and organizational effectiveness. The role analyzes workforce metrics, supports change management and mergers, partners with legal and HR teams, and contributes to enterprise HR initiatives. Regular travel within assigned markets may be required, with up to 25% travel.

Supports designated geographic regions through employee relations, recruiting, college and intern hiring, workforce planning, compensation guidance, performance management, onboarding, succession planning, and employment-law compliance. Partners with managers and senior HR leadership, leads HR initiatives, conducts orientations and exit interviews, and advises on staffing, employee issues, and salary planning. The role requires strong communication, problem-solving, HR expertise, and proficiency with Microsoft Office and HRIS software.

Serve as a trusted HR advisor to site leaders for ~275 employees across multiple plants. Coach managers on performance, development, engagement, and employee relations; implement enterprise HR programs; use data to inform workforce decisions; resolve complex ER issues; improve HR processes and employee experience; and ensure compliance with policies and legal requirements.

Manage U.S. and international payrolls, onboarding, terminations, benefits, PEO and payroll system implementations, employee records, compliance reporting, insurance renewals, handbooks, and HR administrative support. The role also handles employee inquiries, verification of employment, timesheet review, client recordkeeping, and special projects in a remote consulting environment.

The Director of Human Resources leads daily HR operations, Paycom HRIS/ATS administration, recruitment, onboarding, employee relations, labor relations, compliance, credentialing, and workforce development. The role builds dashboards, analyzes talent and retention data, forecasts staffing needs, and presents actionable insights to leadership and the Board. It also oversees evaluations, investigations, leaves, personnel records, policies, budgeting, and regulatory reporting while supporting equitable hiring and employee development across public charter schools.

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.

Manage the strategy, administration, compliance, and continuous improvement of multi-state employee benefits programs. Responsibilities include open enrollment, vendor and broker management, regulatory compliance, benefits communications, payroll reconciliation, budgeting, employee support, and M&A benefits due diligence. The role partners with HR, Payroll, Legal, Finance, and external vendors to ensure competitive, compliant, cost-effective benefits offerings.

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.

Directs the HR department for two companies and more than 200 employees. Supervises a four-person HR team, oversees recruitment, benefits, employee relations, training, policies, and compliance, and handles employment-related legal inquiries and agency communications. Monitors national and state employment-practice changes while supporting executive initiatives and addressing employee concerns.

The Senior Human Resources Partner advises employees and leaders across assigned units, supporting recruitment, onboarding, employee relations, compliance, performance management, employee development, offboarding, and HRIS administration. The role leads full-cycle hiring, interprets California employment policies, manages routine workplace reviews, maintains employee data, generates HR reports, and may supervise up to two HR staff. It also contributes to engagement, organizational effectiveness, training, continuous improvement, and strategic HR initiatives in a hybrid nonprofit environment.

Manages Capital Group’s early-career talent programs, directly supervising associates through rotational experiences. Provides coaching, feedback, performance support, and career development while partnering with business leaders to design rotations and plan long-term placements. Collaborates with Talent Acquisition, HR Business Partners, and Learning & Development on internships, onboarding, recruiting, talent assessments, and learning initiatives. Uses program management, stakeholder influence, data, and continuous improvement to strengthen the participant experience and enterprise talent pipeline.

Provides administrative support to the Senior Vice Presidents of Human Resources and Talent Acquisition & Development. Responsibilities include calendar and meeting coordination, detailed domestic and international travel arrangements, expense reconciliation, onboarding paperwork, report tracking, meeting notes, document preparation, and responding to employee inquiries. The role requires discretion with confidential information, strong organization, proactive problem-solving, and effective communication with internal teams and external partners.

Supports employee relations, workplace investigations, labor-law compliance, wage and hour oversight, time and attendance audits, HR policy development, training, documentation, and workforce analytics. Advises leaders on performance management, corrective action, conflict resolution, employment regulations, and risk mitigation while partnering with Operations, Quality, EHS, and leadership in a manufacturing environment.

Manages HR systems strategy, administration, optimization, integrations, data integrity, governance, reporting, and analytics. Partners with HR, IT, Finance, and business leaders to translate requirements into system solutions, improve workflows, support upgrades, and evaluate AI-enabled tools. Serves as the HR technology subject matter expert and may mentor others without formal supervisory responsibility.

Partner with senior leaders and managers on organizational design, workforce planning, talent development, performance management, employee relations, compensation cycles, and change management. Coach leaders, improve People programs, use Rippling and AI-enabled tools to analyze workforce data, and turn organizational insights into practical improvements across the employee experience.

Performs broad HR generalist duties including onboarding, offboarding, benefits and leave administration, employee relations, performance management, compensation, HRIS administration, policy implementation, employment law compliance, reporting, and employee investigations. Partners with managers and employees, supports training and organizational initiatives, maintains personnel records, and develops HR programs and solutions.

The Director of Human Resources partners with the Bagcraft operating unit and leads HR professionals across six U.S. manufacturing sites. Responsibilities include HR strategy, leadership coaching, employee engagement, recruiting, talent management, organizational development, change management, HR analytics, legal compliance, and labor relations. The role oversees union relationships, collective bargaining, grievances, and arbitration while partnering with centers of excellence in talent acquisition, compensation, benefits, and employee experience. Travel of up to 40% within the United States is required.

Senior HR Business Partner supporting Sales and field-based commercial teams across US and Canada. Provide strategic HR partnership to executive and senior leaders on talent strategy, organization design, succession planning, leadership development, change initiatives, performance management, employee relations, and workforce analytics. Collaborate with HR Centers of Excellence and cross-functional stakeholders to deliver integrated HR solutions, coach leaders, and improve organizational effectiveness and employee experience.

Partners with school leaders to improve performance, accountability, and adult culture across multiple sites. Coaches leaders through disciplinary and high-stakes conversations, manages complex employee relations investigations, and guides legally sound terminations. Designs and evaluates cultural interventions using retention, employee relations, and survey data. Oversees workers’ compensation, OSHA reporting, reasonable accommodations, compliance, and ethical AI integration. Frequent travel to KIPP SoCal schools is required.

Provides day-to-day HR partnership to assigned business groups, advising managers on employee relations, performance management, talent processes, workforce planning, organizational changes, compensation, and employee lifecycle matters. Analyzes workforce trends, supports investigations and people programs, guides organizational effectiveness initiatives, and partners with senior HR leaders and cross-functional People teams in a remote-first environment.

Serves as a strategic HR advisor to senior leaders and business teams, managing employee relations, investigations, performance and talent management, compensation, engagement, change initiatives, HR policies, compliance, and global HR projects. Coaches managers, supports organizational design and development, uses people data to improve team performance, and partners with Talent Acquisition, Learning & Development, and Legal. The role supports a global workforce with a focus on Australia and New Zealand and requires occasional travel and evening collaboration hours.

Strategic HR partner supporting multiple business units by aligning people strategy with organizational goals. Responsibilities include workforce planning, organizational design, talent management, succession planning, employee relations, organizational change, leadership coaching, and data-driven workforce decisions. The role partners with Finance and HR functions to execute scalable initiatives while addressing day-to-day HR needs.

Design evaluation tasks for AI systems in talent management, employee relations, compensation, compliance, and organizational design. Create HR scenarios, reference outputs, policies, investigation reports, compensation analyses, organizational design proposals, and expert-level rubrics across US and international employment-law frameworks. Apply HR methodologies and enterprise HR tools while distinguishing senior HR judgment from generic knowledge.