Top HR Jobs in Austin, TX

The Senior HR Business Partner provides strategic HR counsel to leaders, aligns people strategies with business goals, and drives core HR programs across the employee lifecycle in a fast-paced global environment.

Lead global HR technology strategy, build and manage an HRIS team, drive Workday and HR platform implementations, prioritize and deliver HR tech and continuous improvement projects, apply emerging technologies (including AI), and partner with HR, IT, and Data & Analytics to ensure scalable, secure HR systems and strong employee experience.

Partner with business leaders to develop HR strategies, workforce planning, performance management, employee relations, and analytics. Use AI and data to improve People processes, conduct investigations, ensure legal compliance, and act as a trusted HR consultant supporting employee experience and organizational growth.

Design, configure, and maintain complex hourly compensation in Workday across countries and CBAs. Lead end-to-end Workday compensation implementations, translate policies/contracts into auditable configuration, build eligibility rules, coordinate testing and integrations with Payroll and Reporting, troubleshoot production issues, and support continuous improvement and automation.

Lead execution and continuous improvement of global HR Operations programs, partner with regional HR teams and cross-functional stakeholders, maintain governance and multi-jurisdictional compliance, analyze operational data and metrics, resolve operational issues, and coordinate follow-the-sun coverage to ensure consistent, high-quality HR service delivery.

The Principal People Success Partner drives talent strategies for Sales and Marketing, partners with senior leaders, influences organizational health, and leads transformations using AI.

The Senior Director, HR Business Partnering at MongoDB will lead HR strategies, talent management, and organizational design to drive business growth and culture. The role involves partnering with senior leaders, influencing decisions, and managing a global HRBP team.

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.

Manage end-to-end HR operations including onboarding, data quality, payroll support, benefits and visa/relocation coordination, EOR management, background checks, offboarding, compliance recordkeeping, employee support, and workforce reporting to ensure accurate, compliant, and timely HR processes globally.

Partner with functional leaders to translate business strategy into people strategy. Own org design, performance management, compensation, talent development, engagement, and retention. Provide coaching on career pathing, change management, and sensitive employee issues. Use people data to generate insights and recommendations, build compliant HR policies, manage global employee relations, and collaborate with People Team COEs to deliver cohesive people programs at scale.

The Senior Manager, HR Compliance is responsible for developing and executing a compliance framework across the Americas, managing immigration and global mobility programs, and ensuring adherence to applicable laws and regulations while fostering a culture of compliance within the organization.

The HRBP will handle technical recruiting alongside HR generalist duties, focusing on sourcing talent, managing hiring processes, and supporting employee relations and compliance initiatives.

The Director, Global HR Business Partner engages with senior leaders to align people strategies with business objectives, influencing decisions through data and strategic insights while ensuring innovative talent management practices.

Partner with community leaders to manage HR functions including payroll, timekeeping audits, onboarding/E-Verify, employee relations, investigations, compliance, metrics analysis, and employee-centered initiatives to support business objectives.

Act as an on-floor HR generalist supporting installers, production, and warehouse teams. Handle onboarding, attendance and scheduling, employee relations, policy communication, engagement and turnover tracking, and escalate issues. Conduct floor-level meetings and support multi-shift operations, traveling to other sites occasionally.

Administer and optimize the HRMS as a Super Admin, configuring modules (payroll, time, benefits, comp), managing integrations, reporting, audits (SOX/ITGC), testing, troubleshooting, automations, and special projects to ensure data security and system performance.

Support hiring and onboarding from offer to new-hire status: track background checks, I-9s, licenses; contact candidates; maintain hiring records; coordinate access/equipment; perform 30- and 90-day check-ins and reporting; ensure compliance with state and federal licensing requirements.

Provide on-site HR generalist support at the Austin facility (and remote support for Mesa, AZ). Responsibilities include onboarding, payroll, benefits administration, leaves and accommodations, employee relations and investigations, performance and talent management, recruitment support, disciplinary actions, HR compliance, training, and occupational health and safety.

Lead HR strategy and operations including succession planning, talent management, compensation, recruitment, compliance with Head Start and employment laws, training and development, staff coaching, and HR policy development. Oversee HR staff, coordinate background checks, and ensure agency-wide regulatory compliance.

Serve as the primary HR partner for a business unit, providing workforce planning, talent management, employee relations, performance management, change management, M&A integration support, organizational design, and people-analytics-driven solutions. Facilitate development, investigations, and HR best practices while partnering with centralized People & Culture COEs and business leaders.

Support HR Workforce Planning & Analytics by developing and delivering HR scorecards/dashboards, consolidating and analyzing HR data and workforce plans (primarily Excel), ensuring data integrity, and providing insights and recommendations.

The HR Business Partner will advise senior leaders on workforce transformation and talent strategy, leveraging analytics and modern HR practices to drive organizational effectiveness and innovation.

Provide day-to-day support across talent operations including I-9 completion and verification, new hire communications and onboarding logistics, HR data entry and recordkeeping, maintaining HR resources, and assisting with audits, reporting, and process improvements.

Serve as primary HR contact for payroll, benefits, HR transactions, and policy inquiries. Use Workday and ServiceNow to research and resolve cases, maintain HR records and knowledgebase articles, support HR operations/Total Rewards/Employee Relations, uphold SOPs and compliance, and identify process improvements to enhance the employee experience.

Own day-to-day HR operations for US employees across acquired businesses. Serve as primary HR contact, manage PEO relationship, ensure multi-state compliance, lead onboarding and M&A integrations, support benefits and payroll, build scalable HR processes, advise on employee relations and leave, and partner with People, Finance, and Operations to maintain accurate records and foster a high-performance, empathetic culture.