Top HR Jobs in Austin, TX

Serve as a strategic HR advisor to executives and business leaders, aligning workforce, talent, organizational design, leadership development, rewards, performance, and change strategies with business growth. Lead succession planning, organizational effectiveness, employee relations, workforce actions, engagement initiatives, and people-risk management while supporting a rapidly scaling organization through transformation.

The Corporate HR Generalist supports the full employee lifecycle for corporate teams, including onboarding, offboarding, employee relations, investigations, performance management, workforce planning, organizational changes, compliance, audits, HR reporting, and executive support. The role partners with leaders, HR Business Partners, Legal, and Facilities while administering HR programs and maintaining accurate employee records. It requires strong knowledge of employment practices, confidentiality, communication, organization, and HRIS systems such as Workday.

Serve as the embedded HR partner for go-to-market leaders and teams. Advise on hiring, performance, retention, employee relations, workforce planning, manager effectiveness, onboarding, terminations, and sensitive employee matters. Track workforce metrics and provide actionable insights, support Austin office culture, and improve HR processes through automation and AI. Coach managers, ensure compliance, and independently manage employee cases in a fast-paced technology environment.

Partners with business leaders and HR teams to develop and execute strategic people plans. Advises on workforce planning, talent management, performance, succession, retention, change management, and organizational effectiveness. Leads HR initiatives, manager training, communications, process improvements, and compliance efforts while aligning human capital strategies with business goals. May support mergers and acquisitions and direct the work of others.

Supports site managers and employees across the full HR lifecycle, including recruiting, onboarding, engagement, employee relations, compensation and benefits, performance management, compliance, and separations. Advises leaders on workforce planning, talent development, employment law, policies, culture, change management, and diversity initiatives. Investigates employee concerns, administers HR programs, maintains required records, and supports local and global HR projects.

The Human Resources Generalist partners with site leaders and employees on talent planning, recruiting, development, engagement, employee relations, policy compliance, benefits, compensation, onboarding, and lifecycle processes. The role advises managers, investigates workplace issues, supports diversity and inclusion initiatives, coordinates recruitment programs, maintains legally required records, and contributes to HR, sustainability, and process improvement projects.

Provides administrative and front-office support for the hotel’s Human Resources department. Responsibilities include assisting guests, applicants, and team members; managing calls, emails, mail, filing, data entry, and meetings; supporting employee recognition events, benefits enrollment, surveys, new-hire onboarding packets, and special projects. This is a temporary, on-call entry-level position scheduled three days per week through December 31, 2026.

Provides outsourced HR consulting and support to clients across benefits administration, performance management, onboarding, offboarding, compliance, HRIS optimization, documentation, and general HR operations. Builds client relationships, addresses HR concerns, researches employment regulations, improves processes, and contributes to service-line growth and business development.

Manages the hotel’s HR function, including recruiting, training, compensation, benefits, labor relations, compliance, safety, performance management, employee engagement, HR data systems, reporting, unemployment claims, and team development. Supervises and mentors HR team members while ensuring compliance with Hilton policies and applicable regulations.

Drives HR operational excellence through process redesign, SLA and KPI analysis, system and knowledge management, requirements gathering, UAT, governance, and continuous improvement. Partners with HR stakeholders to improve service delivery, employee experience, and operational scalability. Supports HR program rollouts, M&A integrations, global entity expansions, Workday data conversions, employee communications, and benefits transitions. Requires strong HR operations, analytics, transformation, stakeholder management, and AI experience.

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.

Manage end-to-end payroll through a PEO, administer HRIS data, support employees with payroll and HR inquiries, ensure multi-state compliance, generate reports, and optimize HR workflows. Lead the organization’s 2027 transition from its PEO to an independent payroll and HR technology stack, including system selection, implementation, tax setup, SOP development, controls, and employee training.

Manages full-cycle recruiting, talent pipelines, university and community partnerships, internship programs, onboarding, offboarding, benefits support, payroll assistance, employee records, compliance, employee relations, and HR reporting. The role supports a positive employee experience while maintaining accurate and confidential HR data and contributing to process improvement initiatives.

Supports day-to-day HR operations and serves as a resource for employees and managers. Responsibilities include employee relations, performance management, benefits and leave administration, HRIS transactions, onboarding documentation, employment compliance, workforce reporting, and process improvement. The role is hybrid, with three days in-office and two remote after an initial 90-day fully in-office period.

Provides confidential administrative and operational support across recruitment, onboarding, benefits, leave, performance management, training, employee changes, and offboarding. Maintains accurate personnel, medical, benefits, I-9, labor-relations, and other restricted records; conducts audits and ensures retention and access controls. Coordinates HR communications, scheduling, documentation, HRIS updates, and routine employee inquiries while escalating matters requiring interpretation or decision-making.

Manages recruitment, hiring, onboarding, payroll, benefits, performance evaluations, employee records, leave administration, compliance, audits, and HR process improvements. Coordinates background checks and child-safety screening, advises leadership on benefits and regulatory requirements, supports budgeting and grant compliance, and serves as a resource for employees and hiring managers.

Partners with regional operational leaders on employee relations, talent planning, recruiting, onboarding, retention, performance management, training, benefits adoption, and organizational development. Leads regional talent acquisition, analyzes workforce metrics, supports company integrations, and coaches managers on HR policies and practices. The role requires frequent travel to multiple sites, up to 50%, and reports to the CHRO.

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.

Own hands-on HR operations, including multistate compliance, policy updates, payroll and benefits escalations, leave questions, compliance audits, handbook refreshes, and process improvements. Review HR administration work and help develop AI-native HR processes. The role is expected to grow into broader day-to-day HR operations ownership.

Own hands-on HR operations, including multi-state compliance, policy drafting, payroll, benefits, leave escalations, audits, handbook updates, and process improvement. Review HR administration work, resolve complex employee questions, and introduce AI-native approaches to reduce repetitive work. The role is expected to grow into broader day-to-day HR operations ownership.

Partners with senior leaders to align HR strategy with business goals. Leads talent management, succession planning, performance management, engagement, workforce planning, organizational design, change management, and employee relations initiatives. Uses workforce data to provide actionable insights, coaches leaders, supports organizational effectiveness, and collaborates with global HR partners and Centers of Excellence.

Partner with R&D leaders on performance, employee relations, organization design, compensation, promotions, and people strategy. Lead international employment matters for the UK, EOR countries, and APAC; help establish the London entity, manage EOR relationships, maintain compliance and employee data, support audits, and create scalable country playbooks. The role requires strong UK employment law knowledge, international HR experience, and hands-on Rippling or Deel expertise.

Provides hands-on HR support for employees and managers across Austin and San Antonio. Responsibilities include full-cycle recruiting, onboarding, employee lifecycle administration, payroll and commission support, benefits administration, invoice reconciliation, HRIS data management, compliance and audit readiness, employee communications, employee relations support, and process improvement. Serves as a backup payroll processor while maintaining accurate, confidential, and audit-ready records.

Leads enterprise-wide HR change and transformation initiatives, including organizational redesign, job architecture, rewards harmonization, HR process standardization, and digital or AI-enabled adoption. Develops change strategies, governance, communications, enablement, readiness, and adoption measurement. Advises executives, aligns global stakeholders, manages transformation portfolios, builds change capability, and supports sustainable employee and manager adoption across regions and business functions.

Supports HR operations across multiple Texas locations, including employee relations, recruiting, onboarding, performance management, benefits and leave administration, compliance, HRIS maintenance, investigations, training, and policy administration. Partners with employees and managers, maintains confidential records, coordinates employment processes, and supports audits and engagement initiatives. Requires regular travel between locations.