Top Senior 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.

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.

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.

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.

Owns HR data integrity, governance, reporting, dashboards, analytics, and global employment compliance. Builds Workday reports and integrations, audits HR data, manages regulatory calendars and filings, supports audits, and translates workforce data into actionable insights for HR leadership and business stakeholders. The role also coordinates right-to-work processes, immigration-related data, compliance assessments, and reporting infrastructure improvements.

Partners with business leaders and employees on HR policies, employee relations, organizational development, workforce planning, talent management, succession planning, compensation programs, and organizational change. Provides coaching, facilitates solutions, supports company-wide HR initiatives, and uses analysis and problem-solving to improve employee and organizational outcomes.

Leads global people operations and strategic HR programs for a rapidly scaling, distributed technology company. Builds AI-enabled HR tooling and automations, manages global employment compliance and EOR infrastructure, administers Rippling, develops leadership training, and oversees culture and engagement programs across 21 countries. Partners with leadership on compensation, performance cycles, workforce expansion, policies, and operational infrastructure.

Supports HR services for U.S., international assignment, and Employer of Record employees across multiple countries. Responsibilities include onboarding, payroll and benefits enrollment, work authorization, policy guidance, performance reviews, international assignment payments, offboarding, employee records, labor-law compliance, and coordination with vendors and EOR partners. The role also supports medical clearances, assignment travel, household goods shipments, and employee customer service in a multicultural humanitarian environment.

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.

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.

Partners with global GTM leaders and the Chief Revenue Officer on organizational design, talent planning, leadership coaching, performance management, succession, engagement, change management, and development. Uses people analytics and AI-native tools to support decision-making while maintaining strong data governance. Collaborates with Talent Acquisition and Compensation on hiring strategies, incentive design, and total rewards. Champions an inclusive, high-performance culture across a scaling SaaS organization.

Provides strategic and day-to-day HR partnership for designated business units, including employee relations investigations, coaching, policy interpretation, workforce planning, and succession planning. Supports unionized workforces through grievance resolution, collective bargaining agreement administration, labor-management relations, and workplace investigations. Partners with legal counsel and leaders on labor matters, organizational changes, and compliance. The role is fully remote within the United States.

Leads the Supply Chain HR Business Partner team and advises supply chain executives on workforce planning, organizational design, labor strategy, retention, succession, performance management, and frontline employee relations. The role supports fulfillment-center operations, peak-season staffing, facility launches, automation changes, compensation programs, and operational improvements across a distributed network.

Partners with senior and operational leaders on employee relations, performance management, organizational development, change management, succession planning, investigations, accommodations, leaves, workers’ compensation, separations, and acquisition integration. Reviews employment actions, contracts, pay equity, HR files, and background checks while ensuring employment-law compliance. Analyzes HR metrics, oversees ethics reports, supports benefits and unemployment matters, and develops HR training and recommendations.

Provides strategic HR partnership to employees, managers, and leaders across assigned business units. Oversees employee lifecycle processes, employee relations, performance management, engagement, compensation, onboarding, offboarding, and talent initiatives. Coaches leaders, supports organizational development, advises on complex people matters, promotes employee experience and career progression, and ensures HR programs align with business goals and employment regulations.

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.

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.

Supports HR operations for employees across multiple states, with a primary focus on California. Responsibilities include employee relations, onboarding, training, performance management, investigations, policy implementation, HRIS reporting, handbook maintenance, and compliance with employment and benefits laws.

Serves as a strategic HR partner to Marketing and global corporate functions, advising executives on talent, organizational design, change management, leadership coaching, employee relations, compensation, performance, development, and workforce planning. Champions employee experience and company culture while partnering with HR centers of excellence to strengthen people programs and organizational effectiveness.